WordPress 4.5 Beta 1 is now available! This software is still in development, so we don’t recommend you run it on a production site. Consider setting up a test site just to play with the new version. To test WordPress 4.5, try the WordPress Beta Tester plugin (you’ll want “bleeding edge nightlies”). Or you can […]
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Thanks for using W3 Total Cache! We are proud to announce that we released the latest build of W3 Total Cache with support from various dedicated contributors (amiga-500 and nigrosimone) and a new partner, Swarmify!
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This release includes various improvements to increase compatibility and the reliability of the plugin. And we’re very excited to announce that for those of you that produce video content, you can also us Swarmify to optimize the user experience of that content. Check them out to learn more!
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As always, thanks to all of our supporters, including those who are active in the forums helping end users.
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Thanks for using W3 Total Cache! Our journey to enable great user experiences in WordPress continues with today’s release. As will any minor release, the focus has been on improved security and interoperability / compatibility. With this release we’ve added two security fixes to ensure that your hosting environment is more secure, improved reliability of the plugin itself, and increased the responses of the WordPress administration panel.
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As always, thanks to all of our supporters, including those who are active in the forums helping end users.
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Thanks to everyone that provided bug reports and helped to troubleshoot issues in the forums for other users. As the changelog will show, many of the most glaring issues have been resolved, which hopefully will reveal the next set of high priority concerns users are facing. I hope everyone tests out this release in a staging environment or sandbox before moving to a production environment.
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A word to those who’s support of the project takes the form of code:
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Looking forward, we’ll be re-visiting our plans for making the github repository public, making our tests available and sharing the roadmap for those who are interested in helping us accelerate it.
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Thanks for your support and for using W3 Total Cache!
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As always, security is very important to us. A few folks from the community came forward and called those issues to our attention and helped us test those fixes. Specifically, SecuPress team for testing the various security fixes: Security Token ByPass, Arbitrary File Upload, Arbitrary File Download, Arbitrary PHP Eval and the XSS vector. Thanks to those that continue to be supportive in their efforts and kind words.
\n
This release has some cosmetic bugs in the latest version of WordPress, but our test suite shows that core functionality is working as intended. Having said that, I’m sure there are other bugs and bumps in the upgrade process – we’d love to learn about those, so we can push a follow-up release. Thanks in advance for reporting any issues you find. Hopefully, you find them in a staging area and not in your production site.
\n
There are a couple of highlights for this build aside from the security fixes including new functionality for Pro subscribers, new caching engines, new extensions, new integrations and increased interoperability. Please check out the changelog for specifics.
\n
Thanks for using W3 Total Cache!
\n
\n\n
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We recently noticed an increase in the number of customers experiencing activation issues with W3 Total Cache Pro. For those of you who don’t know, this is how it works:
\n
Once you upgrade from the Community (free) version of W3 Total Cache to the Pro version ($99/yr subscription), you’re assigned a license key that in most cases is automatically applied. In the event that activation isn’t automatic, you simply need to paste the license key (which is sent via email and displayed in your browser at the time of purchase) in the License field on the General Settings page and save settings.
\n
A number of customers were unsuccessful in getting the Pro version activated despite following the steps above, and our investigation has revealed that a patch is required in order to complete the activation process if you’re among those affected.
\n
Two things before I reveal the patch:
\n\n
We’re happy to implement this patch for you! Just email us at w3tc-team@w3-edge.com and let us know that you need help. We’ll provide you with a secure link so you can send us WP Admin and filesystem (SSH or FTP) access. Note that both required to implement and verify the patch, so please be sure you have both ready.
\n
This patch will be in the next release, so most people won’t have to worry about it. We don’t have an ETA we can give you for this release, but it will be available “soon” (smile).
Please make a backup of this file before making changes if you attempt this on your own, and as always, thanks so much for using W3 Total Cache.
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In plain English this means that all things being equal, a site served over HTTPS will rank higher than a site served over HTTP. And don’t take “all things being equal� lightly, there are hundreds of factors that influence how well your site ranks (so there’s no need to drop everything and buy an SSL certificate). Regardless, security (as in the case with performance) is clearly a direction towards which the web is moving.
\n
Configuring SSL is a pain, even when you know what you’re doing. The last thing we want here at W3 EDGE is to make it harder for you to run a secure website once you’ve gone through the trouble of implementing security measures.
\n
There are a number of ways in which W3 Total Cache supports both performance and security, and we wanted to highlight a few of these capabilities below:
\n
Page caching
\n\n
Caching of HTTPS pages: on the page cache settings page, you can “Cache SSL (https) requests” (uniquely) for improved performance.
\n
Page caching exceptions: Pages with customer-specific data (such as shopping cart pages and member profiles) should not be cached in most cases, and W3TC allows you to implement a page caching exception on the pages of your choice via the “Never cache the following pages” section of the page cache settings page. Usage: simply enter “cart/” to exclude that page or “cart/*” to exclude that page and all sub-pages. (Without the quotes, of course.)
\n
Pro tip: you can also use the
define(\'DONOTCACHEPAGE\', true);
define statement in your
functions.php
file to specify a page or series of pages where page caching should be disabled. Navigate to Performance > FAQ in your Dashboard for more information.
\n\n
Content Delivery Networks
\n\n
Disable CDN on SSL pages: We have a lot of customers who run ecommerce websites and secure transaction pages (/cart, etc.) with SSL. Many of these customers also integrate a Content Delivery Network on their site to improve performance, and this can break SSL pages if the CDN URLs are HTTP. W3TC has long since allowed you to disable CDN on HTTPS pages with a snippet of code, but this functionality is now fully exposed through the UI. Usage: On the CDN Settings page, simply select the “Disable CDN on SSL pages” checkbox under the Advanced section.
\n
SSL Support: W3TC also supports CDNs served over HTTPS.
\n
Pro tip: to maximize the use of W3TC and your CDN on sites with both HTTP and HTTPS pages, you can define both versions of your CDN hostnames in the “Replace site’s hostname with” fields of the CDN settings page in the following format:
cdn.yourdomain.com,ssl-cdn.yourdomain.com
. You can see Yoast’s configuration illustrated in his excellent post on WordPress and CDNs.
\n\n
CloudFlare
\n
CloudFlare is a product that many of our customers use for securing and accelerating their sites. You can actually use CloudFlare’s Pro plan ($20/mo as of the time of this post) to serve your site over SSL without needing to purchase and configure an SSL certificate.
\n
The latest version of W3TC ships with a CloudFlare extension to facilitate the connection between your site and the CloudFlare services. This connector is not required for CloudFlare to function of course (CloudFlare works at the DNS level), but our connector exposes a number of useful functions that allow you to make changes right from W3TC.
\n
Fun fact: CloudFlare was originally conceived as a security product that ended up having performance benefits as a result of how it functions.
\n
Help!
\n
I know, this stuff can be overwhelming if you don’t have an engineering degree or if you’re just wading into these waters. You can drop us a note or order professional configuration if you need help.
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By now, you’ve no doubt read posts from all over the web about the Heartbleed Bug. If you’ve somehow missed the news, here’s a quick overview:
\n
\n
\n The Heartbleed Bug is a serious vulnerability in the popular OpenSSL cryptographic software library. This weakness allows stealing the information protected, under normal conditions, by the SSL/TLS encryption used to secure the Internet. SSL/TLS provides communication security and privacy over the Internet for applications such as web, email, instant messaging (IM) and some virtual private networks (VPNs).\n \nThe Heartbleed bug allows anyone on the Internet to read the memory of the systems protected by the vulnerable versions of the OpenSSL software. This compromises the secret keys used to identify the service providers and to encrypt the traffic, the names and passwords of the users and the actual content. This allows attackers to eavesdrop on communications, steal data directly from the services and users and to impersonate services and users.\n
Here at W3 EDGE, and we use SSL to secure credit card transactions when customers purchase W3 Total Cache Pro license through the WordPress dashboard.
\n
Upon learning of the bug, we upgraded OpenSSL on our servers to version 1.0.1g which was released on Monday and contains a patch for the Heartbleed bug. No action is required on your part, and you can continue using W3 Total Cache with confidence.
\n
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For those of you that have been bothered or concerned with the notion of upgrading W3 Total Cache because new features have been problematic for you, we understand your concerns and we’re grateful to those that take the time to reach out about their challenges. As you may know, no amount of testing or known process allows us to identify issues that may occur on your site before hand due to all of the various hosting environments, plugins and themes that exist in eco-system.
\n
So, to begin to address challenges nonetheless, the next release of W3 Total Cache includes two key new features that will allow us to iterate faster, provide maintenance updates which are not expected break your installation (because they don’t relate to features) and also make you aware of security or best practice updates so that you can keep your site as up-to-date as WordPress itself.
\n
Version 0.9.4 (among numerous new features and fixes includes the following key improvements):
\n\n
Maintenance Updates\nNow each release will notify you of the changes that have occurred to the default settings since the last update and also make it easy for you to identify best practices that will help you make your site or application faster. The notifications can be ignored or automatically applied to your settings in just a click.
\n
Edge Mode\nWordPress is used in countless ways, environments and alongside of various software including plugins, themes and even drop-ins. For that reason, rather than continue to fail to maintain a developer network to help us go beyond our automated testing suite (and continuous integration practices), we are rolling out edge mode.The key is that in the new update you will be prompted to opt-in to edge mode that will allow you to test features that have not yet been tested in a large enough % of the user-base. This provides us the ability to use the typical WordPress workflow to provide updates more frequently for maintenance and also allows us to allow testers and early adopters to benefit from new features immediately as well.We anticipate that this change will allow us to make at least one release per month, but will be targeting one release per week.\n
Again, those who have opted into edge mode would be able to preview features that are not available to users who have opted-out (the default setting).
\n
Pro subscribers will not be opted into the edge mode; however there will be Pro features available in edge mode periodically.
\n\n
We hope that these changes will create a much better user experience and allow us to more aggressively further our mission to empower publishers and application developers to focus on their content and business rather than on web performance optimization.
\n
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Several weeks ago we silently launched version 0.9.3, a very exciting release for us. As we get closer to a final release of the popular web performance optimization (WPO) framework, we’re finally able start employing the best practices our colleagues like Joost de Valk and Pippin Williamson (among others) have championed for some time.
\n
But before we get into that, let’s take a look at the highlights:
\n
\n
Fragment Caching\nSocial layer, personalization and e-commerce etc are common elements of highly dynamic web sites. That means that caching entire pages to improve user experience and performance is not a solution. Fragment Caching bridges the gap between no caching at all and the “ideal,� full page caching. By extending the WordPress Transient API, W3TC allows developers to bring both horizontal and vertical scale to bear without doing anything differently.
\n
Extension Framework\nAs mentioned above, extensions / add-ons represent a great opportunity to both de-bloat projects that solve many problems or address many use cases. It also allows for innovation as 3rd parties can make contributions without having to be a core project developer to contribute or solve their problems while maintaining the control they need. We’re excited for you to try this first iteration of our extension framework, and documentation can be found (for now) inside the plugin’s FAQ.
\n
Genesis Framework Extension\nAmong the most popular theme clubs in the market and part of a highly valuable suite of publishing solutions is the Genesis Framework. Our work in the website optimization industry for the past 11+ years allows us to know great products and communities when we see them, and that is why we chose to work with CopyBlogger Media to enhance the performance of the framework.The extension is included in the W3TC default distribution and requires an active Genesis theme as well as W3TC Pro. The extension leverages the fragment cache in order to do its magic, a solid example of the power of the new extension framework. Once enabled, a given page request will be served 30-60% faster (and will be even faster as we move forward).\n
Working with the Genesis team to get this extension into play has been fun, but we do expect to find some bugs along the way. Please let us know what you find so that we can promptly address. Meanwhile, we hope the value we’re offering helps you create engaging experiences for your readers / users. For Synthesis hosting customers, the upgrade is free and already running on your site(s).
\n
\n
For those interested in upgrading to the Pro version, simply use the upgrade button to obtain a license key valid for a single WordPress installation. To have a professional from the team tune your site for performance, simply make a purchase from the support tab of the plugin itself.
\n
To learn more about how fragment caching helps “origin optimization� (optimizing your site for the cache miss and other use cases), check out the white paper we co-authored with our friends at CopyBlogger Media!
\n
We have a lot more planned for the Pro version of W3TC, so please stay tuned or share your ideas with us as we move forward.
\n
\n\n
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:36:\"http://wellformedweb.org/CommentAPI/\";a:1:{s:10:\"commentRss\";a:1:{i:0;a:5:{s:4:\"data\";s:63:\"https://www.w3-edge.com/weblog/2013/09/w3-total-cache-pro/feed/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:38:\"http://purl.org/rss/1.0/modules/slash/\";a:1:{s:8:\"comments\";a:1:{i:0;a:5:{s:4:\"data\";s:1:\"0\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:42:\"http://rssnamespace.org/feedburner/ext/1.0\";a:1:{s:8:\"origLink\";a:1:{i:0;a:5:{s:4:\"data\";s:58:\"https://www.w3-edge.com/weblog/2013/09/w3-total-cache-pro/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:9;a:6:{s:4:\"data\";s:45:\"\n \n \n \n \n \n \n \n\n \n \n \n \n \n \";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:6:{s:0:\"\";a:7:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:37:\"Security & W3 Total Cache 0.9.2.4\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:53:\"http://feedproxy.google.com/~r/W3EDGE/~3/APkoBZrz2nQ/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:8:\"comments\";a:1:{i:0;a:5:{s:4:\"data\";s:80:\"https://www.w3-edge.com/weblog/2013/01/security-w3-total-cache-0-9-2-4/#comments\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Mon, 28 Jan 2013 13:26:23 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:8:\"category\";a:2:{i:0;a:5:{s:4:\"data\";s:4:\"News\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}i:1;a:5:{s:4:\"data\";s:14:\"w3 total cache\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"http://www.w3-edge.com/?p=1730\";s:7:\"attribs\";a:1:{s:0:\"\";a:1:{s:11:\"isPermaLink\";s:5:\"false\";}}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:336:\"We take security quite seriously even though our focus is on making it trivial to allow any publisher to maximize the performance they can extract from their hosting environment and WordPress itself. Most recently we took a look at the steps that GoDaddy was taking in the shared hosting segment of the market. In versions […]\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:16:\"Frederick Townes\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:40:\"http://purl.org/rss/1.0/modules/content/\";a:1:{s:7:\"encoded\";a:1:{i:0;a:5:{s:4:\"data\";s:3455:\"
We take security quite seriously even though our focus is on making it trivial to allow any publisher to maximize the performance they can extract from their hosting environment and WordPress itself. Most recently we took a look at the steps that GoDaddy was taking in the shared hosting segment of the market.
\n
In versions of W3 Total Cache prior to 0.9.2.5 vulnerability exists (CVE-2012-6077, CVE-2012-6078, CVE-2012-6079) if the following two cases are true:
\n\n
Directory listing and download of w3tc/dbcache/ directories is possible
\n
W3 Total Cache has database caching enabled and is set to use disk
\n\n
This issue was resolved, irrespective of whether or not #1 was true in release 0.9.2.5 which offset the next release than some of you may have been testing to 0.9.2.6.
\n
For those of you who feel they were affected, here are some remediation steps:
\n
\n
Empty and disable database caching until you upgrade W3TC
\n
Audit your administrator accounts and change their passwords, potentially add HTTP Basic Authentication to /wp-login.php and /wp-admin/ if possible
\n
Update your database credentials, name (and table name offset if possible)
\n
Ensure that you have nightly backups of your site, if you’re not sure contact your web host
\n
\n
The 0.9.2.6 release expected within less than a week further expands on the initial approach to securing caching files to disk while using database caching and ameliorates issues caused with the previous patch.
\n
One might ask, why not completely remove disk caching for the database from the W3TC framework? The problem is that our goal is to make it possible for users to take control of their performance needs, that means that if they have an environment where they’ve tested to find that reading cache files from disk provided lower execution times than not caching at all, that option should be available.
\n
After years of scaling web sites, one thing we know for sure is that as your site grows, the techniques you use to scale it change. W3TC is ready to grow with you. With more than 140 features and fixes in the next release, the future is bright.
Just a few days behind WordPress 5.5 being released, the latest WordPress development branch and validated the plugin is working as expected in WordPress 5.5. As always this plugin is […]
Just a few days behind WordPress 5.5 being released, the latest WordPress development branch and validated the plugin is working as expected in WordPress 5.5. As always this plugin is FREE to download from the WordPress repo, but a processing fee is applied on this site. Download a copy of the latest Custom Login plugin for WordPress.
\n
Changes in 3.2.10 (2020/08/14)
\n
\n
Tested up to WordPress 5.5
\n
Fix toggle on/off on settings page, incorrect check in AJAX for new installs.
\n
Enable on activation hook fixed.
\n
Remove ace.js theme call to non existing theme.
\n
\n
The last update not posted on the site:
\n
Changes in 3.2.9 (2019/05/07)
\n
\n
Tested up to WordPress 5.2.
\n
Update deprecated login text filter in WordPress 5.2.
\n
Update animate.css to version 3.7.0.
\n
Update chosen.js to 1.8.7.
\n
Update jQuery Sticky to 1.0.4.
\n
Fix spelling error in admin JS on typeof check for ACE JS.
Yesterday, Thanksgiving morning I jumped into some code and updated two Custom Loginextensions that had not seen an update since December of 2014.
\n
Updated Custom Login extensions
\n
First update was Custom Login Page Template which received some code cleanup and tests against the latest Custom Login version including the recently released WordPress version 4.9. Since the Page Template plugin integrates with Custom Login Stealth Login that plugin got an update of the same caliber too.
\n
Active licenses
\n
If your license is current and active (and you’ve got the license manager plugin) you’ll receive an update notice in your WordPress admin dashboard. If you don’t have an active license anymore, you can easily login and update your license to grab the latest version. Speaking of new versions, the License Manger plugin has also received some updates in the last few weeks and is fully compatible with the latest WordPress version and all our plugins on the site. Check out the latest releases on GitHub.
\n
What’s new in Custom Login Page Template?
\n
\n
Code cleanup (a lot).
\n
Add empty return value to the excerpt of the login page template.
\n
Remove the Login Page Template from search results.
\n
Add notice when Custom Login is missing.
\n
Update Frosty Media Requires to 1.0.4.
\n
Update TGM Plugin Activation to 2.6.1.
\n
Fix: non-object when using Custom Login Stealth Login with this plugin.
\n
Remove admin.js that’s not being used.
\n
Tested up-to WordPress 4.9.
\n
\n
What’s new in Custom Login Stealth Login?
\n
\n
Code cleanup (a lot).
\n
Remove unused CSS file and enqueue.
\n
Add notice when Custom Login is missing.
\n
Update Frosty Media Requires to 1.0.4.
\n
Update TGM Plugin Activation to 2.6.1.
\n
Fix: Change javascript enqueue id as to not clash with Custom Login’s.
\n
Fix: admin.js no-longer getting enqueued.
\n
Fix: admin.js correctly toggling fields on checkbox on/off in settings view.
It’s been over two years since the last Style Pack for Custom Login was released. Whoa, does time fly.
\n
Well yesterday, the third of its kind was released as a little four design Holiday Pack. Featuring Christmas lights, Chanukah candles and tree ornaments. More info on the new style pack can be found here or add the new extension to your cart now.
\n \n\n
Happy Holidays!
\n
In case you missed it, Custom Login has also received somemuch needed love in the form of two small releases that updates some bugs that have been around for far to long.
Just one day ahead of WordPress 4.9 being released, continuing with my small sanity check with the latest WordPress development branch and validated the plugin is working as expected in WordPress 4.9 and 5.0-alpha. As always this plugin is FREE to download from the WordPress repo, but a processing fee is applied on this site. Download a copy of the latest Custom Login plugin for WordPress.
\n
Changes in 3.2.7:
\n
\n
WordPress 4.9 validation.
\n
Fix duplicate CSS output in head of wp-login.php. This bug was introduced in version 3.2.0
\n
Fix empty link URL and title on wp-login.php page when on a multisite install.
\n
\n
Version 4.0 – Very Alpha
\n
The next version of Custom Login has been in development on and off for the last eighteen month. I don’t yet have a release date, but it’s going to be huge. If you want to follow the development process checkout the dev branch on GitHub.
A few days ahead of WordPress 4.9 being released, I’ve done a small sanity check with the latest dev branch and validated the plugin is working as expected. As always this plugin is FREE to download from the WordPress repo, but a processing fee is applied on this site. Download a copy of the latest Custom Login plugin for WordPress.
\n
Changes in 3.2.6:
\n
\n
WordPress 4.9 validation.
\n
Update Settings API to fix Undefined index: active message.
\n
\n
Version 4.0 – Very Alpha
\n
The next version of Custom Login has been in development on and off for the last eighteen month. I don’t yet have a release date, but it’s going to be huge. If you want to follow the development process checkout the dev branch on GitHub.
Just one day after WordPress 4.5 was released version 3.2.5 has been pushed up to the repo to address an issue where Custom Login and WordPress 4.5 don\'t play well together.
Just one day after WordPress 4.5 was released version 3.2.5 has been pushed up to the repo to address an issue where Custom Login and WordPress 4.5 don’t play well together.
\n
Version 3.2.5
\n
In version 3.2.5 two fixes went into place to address how WordPress versions 4.4 and 4.5 enqueue the login CSS to the login page. Custom Login now prints the CSS to the login_head well after the login CSS so !important isn’t required on all attributes.
\n
Major changes from 3.2.4:
\n
\n
Remove output caching since it might require two DB lookups (options and then transients).
\n
Fixes an outstanding bug where “activating” the plugins via the toggle button (next the the save settings button) didn’t “activate” Custom Login or set to on. Toggling the button now saves it instantly via AJAX.
\n
\n
If you’re looking to celebrate 734,500+ downloads, visit this post and get a coupon code for $10 off the Custom Login Style Pack #1 add-on.
\n
Download a copy of the latest Custom Login plugin for WordPress.
\n
Version 4.0 – Very Alpha
\n
The next version of Custom Login has been in development on and off for the last four month. I don’t yet have a release date, but it’s going to be huge. If you want to follow the development process checkout the dev branch on GitHub.
As of today (Sunday February 8th) Custom Login passed 500,000 total downloads. I never would have imagined reaching such a feat when I released it in 2012.
\n
500,000 Custom Login Downloads
\n
\n
To celebrate Custom Login passing 500,000 downloads, I’ve released a new extension to help customize the login page. Meet the Custom Login Style Pack #1.
\n
Free Style Pack
\n
Over the coming weeks I’ll be creating a slew of style packs for Custom Login. Each one costing ~$10 for 4 designs. If you use the coupon CustomLogin500K you’ll get $10 off your purchase when the Style Pack #1 is in your cart. Which makes it FREE!
We’re barely into twenty fifteen and we’ve already pushed a major version update to Custom Login, which saw a few major bugs in it’s 3.0 debut. We welcome Custom Login […]
We’re barely into twenty fifteen and we’ve already pushed a major version update to Custom Login, which saw a few major bugs in it’s 3.0 debut. We welcome Custom Login 3.1.
\n
Version 3.1
\n
In version 3.1 we’ve removed a few small features that caused errors and big bugs and added some speed improvements to the already speedier 3.0 release.
\n
Major changes from 3.0:
\n
\n
Disable auth cookie expiration function (3.0.4 bug)
\n
Revert back to WordPress login.css stylesheet.
\n
Remove all possible exactable files found in ACE.js.
And that also goes for the 40 or so other changes made after the release of 3.0.
\n
The Dashboard widget
\n
Mainly this is for personal and client use. Some may want to put it to use (activate it) to view the latest news posts and recent released plugins. But, many may want to ignore or not see another dashboard widget.
\n
By default the Frosty Media dashboard widget is in-activate. So, you won’t have to do anything.
\n
\n
What’s next?
\n
As a whole all of my downloads have surpassed 500,000 downloads and Custom Login is now creeping up of the same milestone. With 480,000+ downloads it’s a matter of monthsweeksdaysCelebrate 500,000+ downloads?
\n
Download a copy of the latest Custom Login plugin for WordPress.
Around noon I pushed Custom Login version 3 to WordPress.org. At that time the home page on this site showed 499,000 total downloads. Breaking 500,000 total downloads After a few […]
Around noon I pushed Custom Login version 3 to WordPress.org. At that time the home page on this site showed 499,000 total downloads.
\n
\n
Breaking 500,000 total downloads
\n
After a few hours a friend inadvertently notified me that I had crossed 500,000 total downloads while he was asking about the download counter and the count-up animation script I was using.
\n
I then loaded up my home page to check it out. Kind of like all you WordPress fans that love to watch the WordPress download counter pass milestone numbers, I too was looking for that big number.
While it’s true I broke 500,000 downloads, It seems I will be celebrating 500,000 downloads again very soon. This time it will be 500,000 downloads for one plugin: Custom Login! Currently it’s at 462,211.
This plugin is an extension and requires Custom Login (version 3.x) which can be downloaded for free here.
Have you wanted to add that extra touch to your WordPress login page? Have you been looking for ways to customize every part of your site to your personal or business brand?
\n
My guess is you’ve answered yes to one of those questions. With Custom Login it’s easy to brand your login page with the change of a few settings.
What this style pack offers is four customized settings that you could activate at the click of a button. Upon activation you can do nothing and enjoy the new custom login style or tinker with the settings by adding your own logo or additional CSS, HTML or jQuery.
\n
#1 The Bokeh in Yellow Style
\n
\nA yellow hue bokeh of holiday lights. The form will slide down with CSS3 animation.
\n
#2 The Chanukah lights Style
\n
\nChanukah lights. The form will slide in with CSS3 animation.
\n
#3 The Christmas Lights Style
\n
\nChristmas lights. The form will bounce in with CSS3 animation.
\n
#4 The Tree Ornaments Style
\n
\nEveryone loves tree ornaments. The form will slide up big with CSS3 animation.
This plugin is an extension and requires Custom Login (version 3.x) which can be downloaded for free here.
Have you wanted to add that extra touch to your WordPress login page? Have you been looking for ways to customize every part of your site to your personal or business brand?
\n
My guess is you’ve answered yes to one of those questions. With Custom Login it’s easy to brand your login page with the change of a few settings.
What this style pack offers is four customized settings that you could activate at the click of a button. Upon activation you can do nothing and enjoy the new custom login style or tinker with the settings by adding your own logo or additional CSS, HTML or jQuery.
\n
#1 The Car Enthusiast Style
\n
\nThis style is for the car enthusiast, the background is a 2015 WRX on the beach. The form will slide down with CSS3 animation.
\n
#2 The Winter Wonderland Style
\n
\nThis style pack has that fresh snow overcast feeling. The form will slide in with CSS3 animation.
\n
#3 The Squirrel Style
\n
\nThis style pack is has fun written all over it, bright green with a squirrel looking right at you. The form will flip in with CSS3 animation.
\n
#4 The Dutch Vacation Style
\n
\nThis style pack has that dark secretive vibe. The form will slide in with CSS3 animation.
Use the coupon code \"CustomLogin500K\" and download Custom Login Style Pack #1 for free, a $10 value. Custom Login Style Pack is a Custom Login Extension.
This plugin is an extension and requires Custom Login (version 3.x) which can be downloaded for free here.
Have you wanted to add that extra touch to your WordPress login page? Have you been looking for ways to customize every part of your site to your personal or business brand?
\n
My guess is you’ve answered yes to one of those questions. With Custom Login it’s easy to brand your login page with the change of a few settings.
What this style pack offers is four customized settings that you could activate at the click of a button. Upon activation you can do nothing and enjoy the new custom login style or tinker with the settings by adding your own logo or additional CSS, HTML or jQuery.
\n
#1 The Light Blue Slide In Style
\n
\nThis style pack is light but packs a blue punch. The form will slide in with CSS3 animation.
\n
#2 The Jagged Zoom Right In Style
\n
\nThis style pack is has soft earth colors but has that sharpe jagged edge. The form will slide in with CSS3 animation.
\n
#3 The Wood Fade In Down Style
\n
\nThis style pack is rich with a dynamic wood background. The form will slide in with CSS3 animation.
\n
#4 The Fog Fade In Up Style
\n
\nThis style pack has that dark secretive vibe. The form will slide in with CSS3 animation.
This plugin is an extension and requires Custom Login (version 3.x) which can be downloaded for free here.
Allow users to login without having to remember their password. This plugin is safe and secure and uses WordPress’ best coding practices.
\n
With a simple shortcode you can allow a form where a user can enter their email or username which then sends them an email with a login URL key. That URL can only be used once and expires after 10 min.
This plugin is an extension and requires Custom Login (version 3.x) which can be downloaded for free here.
When it comes to managing a WordPress site which allows signups, you rarely want subscriber roles to view the dashboard or admin pages after they log in.
\n
WordPress solutions
\n
WordPress has many hooks and filters which allow you to control visibility access on a user role base. But this method requires you to understand PHP.
\n
So, here’s an easy way to redirect subscribers users (or which ever role you’d like) to a default WordPress page or custom URL (of your choosing) after said user logs in.
\n
How to use it
\n
There is really only four options needed for this plugin, and three of those have default values.
\n\n
On/Off
\n
Redirect minimum user role. Removed in 1.1.0
\n
Redirect To (A WordPress page).
\n
Redirect URL (when Redirect to equals “A Custom URL”) local URLs only.
\n
Redirect to URL for each registered role (if empty uses the Redirect URL setting).
\n\n
Manage user roles and redirect said user after successful logins with this Custom Login Redirect extension for WordPress.
This plugin is an extension and requires Custom Login (version 3.x) which can be downloaded for free here.
By now you seen all the stories of WordPress sites being vulnerable to brute force attacks. But what does it really mean? Simply put, a hacker or generated computer program is targeting your wp-login.php page and is trying to log in hundreds (if not thousands) of times with the most generic usernames and random “popular” passwords.
\n
One step is to change your admin username. But that still leaves your site open to thousands of login attempts. You can use a login IP limiter, but a hacker can use many IPs or proxy their IP and your website will likely crash before all IPs are blocked. I know, because this happened to me.
\n
Is there a simple solution?
\n
How about hiding the wp-login.php page…
\n
That’s exactingly what Custom Login Stealth Login is intended for. It gives you one solution with two options for unauthorized users.
\n\n
Redirects: If a user doesn’t have the correct “key” and “code”, redirect them away from the page.
\n
Die: This is a programming term If a user doesn’t have the correct “key” and “code”, kill the generation of the page with a displayed message.
\n\n
How to use it
\n
There is really on five options needed for this plugin, and three of those have default values.
\n\n
On/Off
\n
Redirect(On)/Kill the page(Off)
\n
Redirect URL (when Redirect is “On”)
\n
Question (the query variable or “key“)
\n
Answer (The query answer or “code“)
\n\n
Simple! Once setup your login page can only be accessed by visiting yourwebsite.com/wp-login.php?question=answerwherequestion is the question you set and answer is the answer you set in the settings. These settings are defaulted to bypass=true.
The release candidate for WordPress 4.5 is now available. We’ve made 49 changes since releasing Beta 4 a week ago. RC means we think we’re done, but with millions of users and thousands of plugins and themes, it’s possible we’ve missed something. We hope to ship WordPress 4.5 on Tuesday, April 12, but we need your help […]
\n', 'no'),
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INSERT INTO `amrp_lt_options` (`option_id`, `option_name`, `option_value`, `autoload`) VALUES
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Before the release of WordPress 5.0 in 2018, the Classic Editor plugin was published to help ease the transition to the new block editor. At the time, we promised to support the plugin through 2021 and adjust if needed as the deadline got closer. After discussing this with Matt, it’s clear that continuing to support the plugin through 2022 is the right call for the project as well as the community.
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Still, if you’ve been putting off using the block editor, this is an excellent time to give it another shot. Since it first appeared in 2018, hundreds of WordPress contributors have made a lot of updates based on user feedback. You will be pleasantly surprised at how far it’s come!
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Big thanks to everyone who has been working on WordPress, Gutenberg, and the Classic Editor plugin. And thank you to every WordPress user and tester who has provided the feedback we need to make the software even better.
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Ever wonder what it’s like behind the scenes of WP Briefing? Listen in on this episode for a little levity and Josepha’s bloopers.
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Have a question you’d like answered? You can submit them to wpbriefing@wordpress.org, either written or as a voice recording.
Hello, everyone, and welcome to a bonus briefing. Normally I talk to you about WordPress and stuff, but I figured that we all need a little levity in our lives right now. So today’s episode is actually just a series of bloopers and mistakes that I’ve made while recording. When I was preparing for this podcast, no one mentioned the deep weirdness of standing alone in your closet talking to yourself, nor did they realize just how lost I can get in the surpassingly, lovely lyricism of a lilting line, and then just have no idea what I’m supposed to be reading in the script that I wrote for myself. So, my dear friends, I hope these bring you a little laugh. And if we’ve got any luck at all, you may also hear me singing to myself, my computer, or about how terrible my talking just was. Here we go!
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Josepha Haden Chomphosy 01:12
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Hello, everyone, and welcome to a bonus briefing. I know I wasn’t going to sit boop, boop.
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Josepha Haden Chomphosy 01:21
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I messed up the thing where I’m talking about how I mess up, of course. I’m going to do it one more time, and you can choose whatever is a reasonable thing there.
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Josepha Haden Chomphosy 01:33
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Because we had such a lengthy WP Briefing, WordPress, I’m going to just start that over again. Sorry, everyone.
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Josepha Haden Chomphosy 01:42
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My friends. Oh, no. I don’t know how I end my own show. How do I end my own show? There we go. Sorry.
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Josepha Haden Chomphosy 01:52
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That was a weird way to say that. I’m going to start over again from the transition. And then we’re just going to go straight through to the end. Maybe.
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Josepha Haden Chomphosy 02:03
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The names that… I sound weird. I sound like I don’t know what my words are. And I said I wrote the words. I said I was all going to go in one go, and I’m a liar today. Okay, here we go. For realsies!
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Josepha Haden Chomphosy 02:16
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Final first last take. Here we go. Sorry, I made myself laugh.
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Josepha Haden Chomphosy 02:22
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Matt Mullenweg. And, and I, I’m also in that group. I don’t know why I said that like it was a surprise. I have me too. I’m also in there.
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Josepha Haden Chomphosy 02:33
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Ugh, I ran out of air. For reasons, it was a short sentence. I don’t know why I ran out of air.
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Josepha Haden Chomphosy 02:43
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Coming out on April 14. That’s not true. It’s April 13. Right?
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Josepha Haden Chomphosy 02:50
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On the form below to share the. Pfft – what are the things!
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Josepha Haden Chomphosy 02:58
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This is WP Briefing episode seven, no title because I don’t know what to call it because I gave it a title already. I gave it two titles, and then couldn’t remember why I gave it those titles. So I’ll come up with a title before we publish it. But I also have no idea what it is. I’m going to ask for help.Â
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Josepha Haden Chomphosy 03:17
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Testing project since I have too many commas, and I really believed in my comma when I said it.Â
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Josepha Haden Chomphosy 03:24
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Prior to Gutenberg… pfft. Open source software like WordPress. I was going to smash that sentence into half a sentence. I was going to say when you know what you’re workussing on you have a solution which is not my friends of thing. So, I am just going to say the sentence again.Â
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Josepha Haden Chomphosy 03:47
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I was sitting over here wringing my hands for some reason during that entire list. And so if you can hear me wringing my hands, which would be a whole new height of anxiety for anyone, you let me know, and I will rerecord that also.
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Josepha Haden Chomphosy 04:00
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Get a concept of. Nope, this is a lie. Get a concept of where to get your tickets is the silliest thing. I’m starting over from the small list of big things. Also, because I got too excited about how big my list is. I am going to get that excited again. But I will try not to shout about it.
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Josepha Haden Chomphosy 04:17
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“Humming intro song” Dun dun dun dun dun.
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Josepha Haden Chomphosy 04:23
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Sorry, I had to scroll up, and I try not to scroll up when I’m talking in case maybe my whole computer turns into a microphone. Sorry, I’m just going to keep going because this has been a fine take so far.
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Josepha Haden Chomphosy 04:34
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Mercy! I have words that I can say with my mouth. They aren’t these words today. It seems.
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Josepha Haden Chomphosy 04:45
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Build up to… Oh my goodness. My stomach grumbled, and this microphone, I know, picked it up. And so I’m going to redo bullet two so that we don’t just have a small monster under the bed in the middle of the podcast.
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Josepha Haden Chomphosy 05:03
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Also, like DEI, I feel s—Eh – maybe I should say, DEI, somewhere in there, so it’s clear for people cause I’m talking to people and not actually a screen.Â
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Josepha Haden Chomphosy 05:17
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Before I joined the WordPress project, the majority of my work with accessibility was in the context of the digital divide. Now, when talking about the digital divide, there are three concepts around quote-unquote, getting things to people. And those concepts are… I guess I could say the thing, hold on one second, I can do it. I feel like I’m chopping up my words like I’m not really breathing very well. So I apologize. But here we go again.
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Josepha Haden Chomphosy 05:58
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Don’t include that one. Sorry, I’m so nervous about this episode that, like, my mouth is getting dry, and I worry that you can hear it, and it drives me nuts every time I hear podcasters with a dry mouth, and you can just like hear it clicking and always stresses me out. I’m like, someone should give that poor thing a drink of water. And I just know I’m going to feel that way about myself later. And so I’m trying to stay hydrated, but it also means that I have to stop every two paragraphs and take a drink of water. I apologize for that interlude. I am about to start again, at my next section, which is like, halfway through.
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Josepha Haden Chomphosy 06:39
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Also, I learned that you can hear me swallowing my water with this microphone because it is a spectacular microphone. And so, I apologize for that as well. All right. Here I go. I’m going to do it all in one take. Watch me.
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Josepha Haden Chomphosy 06:56
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But I also have questions, especially about how to move everything forward. Mm-hmm. Whoops. I put especially in the wrong spot. But I also thought…
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Josepha Haden Chomphosy 07:10
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 Ta da, we did it. Gosh, that’s a short one.Â
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Josepha Haden Chomphosy 07:16
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I did it. Where’s my where’s my turning offing button.
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Josepha Haden Chomphosy 07:22
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Tada! And scene and done.
\n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:30:\"com-wordpress:feed-additions:1\";a:1:{s:7:\"post-id\";a:1:{i:0;a:5:{s:4:\"data\";s:5:\"11146\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:2;a:6:{s:4:\"data\";s:63:\"\n \n \n \n \n \n \n \n \n\n \n \n \n \n \n\n\n\n \";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:4:{s:0:\"\";a:7:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:35:\"Widgets in WordPress 5.8 and Beyond\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:71:\"https://wordpress.org/news/2021/08/widgets-in-wordpress-5-8-and-beyond/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Mon, 09 Aug 2021 12:00:00 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:8:\"category\";a:2:{i:0;a:5:{s:4:\"data\";s:8:\"Features\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}i:1;a:5:{s:4:\"data\";s:9:\"Gutenberg\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:35:\"https://wordpress.org/news/?p=11115\";s:7:\"attribs\";a:1:{s:0:\"\";a:1:{s:11:\"isPermaLink\";s:5:\"false\";}}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:377:\"Copy and Design by @critterverse WordPress 5.8 brings the power of Gutenberg blocks to widget areas — which means the highly customizable layout and styling options bring you closer to a WYSIWYG editing experience. I made a test site based on the oldie-but-goodie Twenty Sixteen theme, with three separate widget areas. In this post, I’ll highlight […]\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:9:\"enclosure\";a:3:{i:0;a:5:{s:4:\"data\";s:0:\"\";s:7:\"attribs\";a:1:{s:0:\"\";a:3:{s:3:\"url\";s:60:\"https://wordpress.org/news/files/2021/08/classic-widgets.mov\";s:6:\"length\";s:7:\"6475399\";s:4:\"type\";s:15:\"video/quicktime\";}}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}i:1;a:5:{s:4:\"data\";s:0:\"\";s:7:\"attribs\";a:1:{s:0:\"\";a:3:{s:3:\"url\";s:60:\"https://wordpress.org/news/files/2021/08/block-widgets-1.mov\";s:6:\"length\";s:8:\"23931847\";s:4:\"type\";s:15:\"video/quicktime\";}}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}i:2;a:5:{s:4:\"data\";s:0:\"\";s:7:\"attribs\";a:1:{s:0:\"\";a:3:{s:3:\"url\";s:58:\"https://wordpress.org/news/files/2021/08/custom-html-1.mov\";s:6:\"length\";s:8:\"13767042\";s:4:\"type\";s:15:\"video/quicktime\";}}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:15:\"Chloe Bringmann\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:40:\"http://purl.org/rss/1.0/modules/content/\";a:1:{s:7:\"encoded\";a:1:{i:0;a:5:{s:4:\"data\";s:7745:\"\n
WordPress 5.8 brings the power of Gutenberg blocks to widget areas — which means the highly customizable layout and styling options bring you closer to a WYSIWYG editing experience. I made a test site based on the oldie-but-goodie Twenty Sixteen theme, with three separate widget areas. In this post, I’ll highlight a few cool things that are now possible to do with your widgets and where things may be heading next.
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Create Interesting Visual Effects With Overlapping Layouts and Duotone Images
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Appearance-wise, users have a lot more control over widget areas than ever before — especially through the use of blocks with customization options like the Cover and Image block. Here’s what I can create in the classic widgets editor (above) versus what I can create in the new block-based widget editor (below).
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Intersperse Widgets and Custom Code Throughout Your Visual Designs
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Container blocks like Cover and Columns make it easy to weave dynamic or interactive elements into your designs. While this is a given for many widgets, the block versions of widgets can be easily wrapped and layered within container blocks to integrate them into your layout more fully.
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In the example below, I tried placing a Search block in front of a Cover block, which creates a nice layered effect. I also inserted Custom HTML blocks within a Columns block to display different messaging depending on the time of day. (jQuery script)
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Use Traditional Widget Layouts (Or Not) With Lots of Flexibility Over Title and Structure
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Classic widgets have always had a lockup that includes a widget title. One cool thing about having blocks in widget areas is that you have complete flexibility over how titles appear. For example, you might choose to have a title over every widget, you might only want one title at the top of each widget area, or your design might not need titles at all.
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Note: Some themes, like Twenty Twenty-One, are designed to flow content horizontally within widget areas. If you’re having trouble with a theme splitting your layout into columns, you could try keeping the lockup together by containing it within a Group block.
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Copy & Paste Existing Layouts From the WordPress Pattern Directory
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While patterns haven’t been fully integrated into the widget editors yet, one thing you can do is copy and paste patterns from the game-changing new WordPress Pattern Directory into your site’s widget areas. I used this horizontal call to action pattern from the directory almost exactly as is, with minor color and copy adjustments:
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FYI: Patterns have not been curated for or integrated into widget areas yet, so you may run into some unexpected behavior — consider this feature to be a preview of what’s coming next for widget editing!
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WordPress is global in reach and open source in nature. And you would assume that what allows the software to be used by anyone would also enable it to be built by anyone. After all, your location doesn’t matter, and who employs you also doesn’t matter. And your relative social standing certainly shouldn’t matter. As long as you can communicate with the others contributing to the project, there should be no obstacle to your participation.
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That was Josepha Haden on the “Cherishing WordPress Diversityâ€� episode of the WP Briefing Podcast, speaking about the importance of diversity, equity, and inclusion within the fabric of the WordPress project. Her statement captures the spirit of the WordPress open source project, and we hope it resonates with you. Now, let’s dive in!
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Say hello to WordPress 5.8
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WordPress version 5.8, “Tatum,� came out on July 20. Version 5.8 is a major release that offers features like block-based widgets, a host of new blocks and patterns, a template editor, a duotone feature to stylize images, theme.json, and support for webP images, to name a few. Read more in the release post, the field guide, and the talking points post for meetup groups.
Contributor teams released the 11th version of Gutenberg on July 9. Version 11.0, which focuses heavily on backports and bug fixes, showcases some cool features such as an editing overlay for template parts and reusable blocks, and support for CSS shorthand properties in theme.json and block attributes. Version 11.1 was also shipped this month, on July 21. The release adds custom block borders as block supports and adds “drag and drop� to the list view.
The Community Team kicked off work to bring back in-person WordPress events. The team recently announced that in-person WordPress meetups can be organized in a region if the local public health authority allows in-person events and if the region passes the in-person safety checklist. If the region does not meet guidelines on page one of the safety checklist, organizers can plan events for fully vaccinated, recently tested (negative), or recently recovered community members. Subsequently, the team also shared a proposal for the return to in-person WordCamps in places that meet the safety guidelines and the vaccination/testing requirements. Please share your feedback on the post if you have any thoughts. For more context, check out the “In Person!� episode of the WP Briefing Podcast.
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Want to contribute to the Community Team? Follow the Community Team blog, or join them in the #community channel in the Make WordPress Slack.
The Polyglots Team announced that “Polyglots Training� (a course to help WordPress translators and communities) is now available for testing. Sign up now!
The Marketing Team is doing research on building engagement around WordPress releases. Please help the team by filling out this quick, two-question survey on how you search for release information. If you have any favorite features from the latest release (WordPress 5.8) let the team know by completing this short form.
In this episode, Josepha Haden Chomphosy discusses the nuances of building accessible software, the differences between access, usability, and accessibility, and how this all applies to the WordPress project.
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Have a question you’d like answered? You can submit them to wpbriefing@wordpress.org, either written or as a voice recording.
Hello, everyone, and welcome to the WordPress Briefing, the podcast where you can catch quick explanations of the ideas behind the WordPress open source project, some insight into the community that supports it, and get a small list of big things coming up in the next two weeks. I’m your host, Josepha Haden Chomphosy. Here we go.
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[musical interlude]
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Josepha Haden Chomphosy 0:28
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This is the second of my big scary topics for this month. I’ll be talking about accessibility, which much like Diversity, Equity and Inclusion, or DEI in the last episode, is one of those areas where the work is never finished. Also, like DEI in last episode, I feel strongly about accessibility and the need for accessible experiences in the world, but I’m aware that this is an area where I’m still learning.
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Josepha Haden Chomphosy 1:04
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WordPress has both an accessibility statement and team, which makes a lot of sense given that the software supports so many different people, and industries, and cultures. But if you’re not quite bought into the idea that software should be accessible, or that accessible software can’t also be usable, then this is the episode for you.
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Josepha Haden Chomphosy 1:25
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Before I joined the WordPress project, the majority of my work with accessibility was in the context of the digital divide. Now, when talking about the digital divide, there are three concepts around quote-unquote, “getting things to people,” and those are access, usability, and accessibility. Sometimes these words seem interchangeable, but ultimately they have nuanced differences that address different problems. And I like to think of them this way.
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Access is making sure that someone can obtain something.
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Usability is making sure that the user experience is understandable or coherent.
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And accessibility is making sure that it’s usable by the largest number of people.
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I have always considered each as a subset of the one that came before it. So having something everyone can access is good, but easy to access and easy to use is better. Easy to use is good, but easy to use and easily accessible is better.
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Josepha Haden Chomphosy 2:27
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After joining WordPress, I discovered that accessibility in the context of software building is well, substantially more complicated. There’s no such thing as perfect accessibility, or a site that is 100% accessible, and many aspects are pretty open to interpretation. It turns out that accessibility, like so many things in WordPress, is a complicated intersection of art and science.
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As an example, there’s a rule that says, “Ensure that links are recognizable as links.” A fast shorthand to accomplish that, that we see all over the internet, is to underline all links or put that icon next to it that says, “This opens in a new tab.” You know that icon that’s a box with an arrow? That definitely has a name, that I definitely don’t know? That icon. [laughing] But those solutions don’t necessarily fit every context that you’ll find a link in, and that’s where we see that intersection between the art of communication and the science of necessity.
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Josepha Haden Chomphosy 3:32
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If you came with me earlier on the idea that accessibility is a subset of usability, and it’s not a far leap to say that the choices around accessibility implementations should always include design and the overall user experience.
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I know that some of you are thinking, “But we have guidelines! Like, that’s why we have the guidelines, so that not everything has to be a gray area.” And on the one hand, yeah, that’s true. There are a lot of guidelines. There are guidelines for the code, and what the code produces, and the design elements. But I worry that when a solution is driven solely by rules, rather than reasons, we run the risk of throwing out the good along with the bad.
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Josepha Haden Chomphosy 4:15
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Accessibility has been a consistent topic of debate in the project for as long as I can remember, and based on all of this, it’s really clear why. There are a few big picture questions that still deserve some sort of canonical answer for WordPress, and where possible I dig in and research the positions that everyone has taken in the past. But I also have questions about how to move everything forward, especially as the editing experience gets more and more standardized across the software, which reduces cognitive load, shortens the learning curve, etc.
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What is the future possibility for having a series of more niche admin interface options?
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What would it be like to be able to account for functional limitations in a way that lets site builders select what is needed for their clients or organization, or just individual situations they know their sites would be maintained under?
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What more could we do if part of the setup flow of WordPress was to select some bundle of potential add ons for neuro diversity, or colorblindness, or dyslexia, and more?
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It’s a really big question I have.
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Josepha Haden Chomphosy 5:26
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And I have to be really transparent here and share that my foundational understanding of accessibility and usability is 10 plus years old, and I learned it in the context of people in education, not software. So a lot of my questions about the future of accessibility and WordPress is the result of old knowledge exploring new spaces, which means they are a little untested. And I’m so grateful for the contributors who point out what the current research and thinking is, in this incredibly complex field.
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Josepha Haden Chomphosy 6:00
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I normally like to wrap up the briefing with a tidy takeaway, but this particular topic doesn’t really lend itself to that. So I’ll leave you with this. I really believe in WordPress’ mission to democratize publishing. And I, for one, will never stop learning about what gives people more access to the software, and what makes the software more usable, and especially how we can combine usability with accessibility in a way that puts form and function on a level playing field.
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[musical interlude]
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Josepha Haden Chomphosy 6:40
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And now, that brings us to our small list of big things.
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Thing one, it’s that time of year where many of our community members take a short break to relax and refresh. I’ll be taking a bit of a break during the month of August, and so the WP Briefing will return again starting in September.
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And thing two, huge thanks to the production crew that helps me make this podcast every couple of weeks, but a special shout out to our editor Dustin Hartzler, who makes quick work of all of my rambling thoughts.
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Josepha Haden Chomphosy 7:09
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And that is your small list of big things. Thank you for tuning in today for the WordPress Briefing. I’m your host, Josepha Haden Chomphosy, and I’ll see you again in September.
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[contemporary outro music]
\n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:30:\"com-wordpress:feed-additions:1\";a:1:{s:7:\"post-id\";a:1:{i:0;a:5:{s:4:\"data\";s:5:\"11096\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:5;a:6:{s:4:\"data\";s:66:\"\n \n \n \n \n \n \n \n \n \n \n\n \n \n \n \n \n \";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:4:{s:0:\"\";a:6:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:40:\"Configuring Theme Design with theme.json\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:76:\"https://wordpress.org/news/2021/07/configuring-theme-design-with-theme-json/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Thu, 29 Jul 2021 22:26:13 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:8:\"category\";a:4:{i:0;a:5:{s:4:\"data\";s:6:\"Themes\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}i:1;a:5:{s:4:\"data\";s:6:\"design\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}i:2;a:5:{s:4:\"data\";s:11:\"development\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}i:3;a:5:{s:4:\"data\";s:9:\"Gutenberg\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:35:\"https://wordpress.org/news/?p=11060\";s:7:\"attribs\";a:1:{s:0:\"\";a:1:{s:11:\"isPermaLink\";s:5:\"false\";}}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:399:\"Starting in WordPress 5.8, a new tool — “theme.jsonâ€� — is available to use in your theme. Maybe you’re hearing about it for the first time, or maybe you’re testing and developing themes with it already. Either way, I’m glad you’re here because it’s an exciting time for WordPress themes. This post provides a quick introduction […]\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:8:\"Jeff Ong\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:40:\"http://purl.org/rss/1.0/modules/content/\";a:1:{s:7:\"encoded\";a:1:{i:0;a:5:{s:4:\"data\";s:22056:\"\n\n\n\n\n
Starting in WordPress 5.8, a new tool — “theme.jsonâ€� — is available to use in your theme. Maybe you’re hearing about it for the first time, or maybe you’re testing and developing themes with it already. Either way, I’m glad you’re here because it’s an exciting time for WordPress themes.
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This post provides a quick introduction to this new framework, and describes what’s possible by sharing a few practical tips and examples.
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What’s theme.json?
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Technically, theme.json is just a file that lives at the top-level of a theme’s directory.
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Conceptually, it’s a major shift in how themes can be developed. Theme authors now have a centralized mechanism to tailor the WordPress experience for site authors and visitors. Theme.json provides theme authors fine-grained control over global styles, block styles, and the block editor settings.
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By providing these settings and controls in a single file, theme.json provides a powerful framework that brings together many aspects of theme design and development. And as the block editor matures and adds more features, theme.json will shine as the backbone for themes and the editor to work together.Â
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Why Use it?
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It’s the future! But if you’re like me, you might need something more tangible to be convinced. Here are a few reasons why you might use theme.json today:
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Control editor settings like color, typography, spacing, and layout, and consolidate where these settings are managed.
Guarantee that styles apply correctly to blocks and elements across your site.
Reduce the amount of boilerplate CSS a theme used to provide. Theme.json won’t replace your stylesheet completely — there will be instances where CSS is needed to give your theme that extra flare (transitions, animations, etc.). But it can greatly reduce the base CSS needed from the theme.
I hope this gives you a sense of what’s possible and where themes are going. The above examples just scratch the surface of what kinds of theme design configurations are possible, and I’m very excited to see what theme authors create.
\n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:30:\"com-wordpress:feed-additions:1\";a:1:{s:7:\"post-id\";a:1:{i:0;a:5:{s:4:\"data\";s:5:\"11060\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:6;a:6:{s:4:\"data\";s:60:\"\n \n \n \n \n \n \n \n \n\n \n \n \n \n \n \";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:4:{s:0:\"\";a:6:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:19:\"WordPress 5.8 Tatum\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:41:\"https://wordpress.org/news/2021/07/tatum/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Tue, 20 Jul 2021 17:43:25 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:8:\"category\";a:2:{i:0;a:5:{s:4:\"data\";s:8:\"Releases\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}i:1;a:5:{s:4:\"data\";s:3:\"5.8\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:35:\"https://wordpress.org/news/?p=10976\";s:7:\"attribs\";a:1:{s:0:\"\";a:1:{s:11:\"isPermaLink\";s:5:\"false\";}}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:286:\"Introducing 5.8 “Tatum�, our latest and greatest release, named in honor of the legendary jazz pianist Art Tatum. This release includes an all new widget editor powered by blocks, major technical tools for building block themes, as well as newly streamlined workflow tools.\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:14:\"Matt Mullenweg\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:40:\"http://purl.org/rss/1.0/modules/content/\";a:1:{s:7:\"encoded\";a:1:{i:0;a:5:{s:4:\"data\";s:54268:\"\n\n\n\n\n\n\n\n\n
Introducing 5.8 “Tatum�, our latest and greatest release now available for download or update in your dashboard. Named in honor of Art Tatum, the legendary Jazz pianist. His formidable technique and willingness to push boundaries inspired musicians and changed what people thought could be done.
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So fire up your music service of choice and enjoy Tatum’s famous recordings of ‘Tea for Two’, ‘Tiger Rag’, ‘Begin the Beguine’, and ‘Night and Day’ as you read about what the latest WordPress version brings to you.
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Three Essential Powerhouses
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Manage Widgets with Blocks
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After months of hard work, the power of blocks has come to both the Block Widgets Editor and the Customizer. Now you can add blocks both in widget areas across your site and with live preview through the Customizer. This opens up new possibilities to create content: from no-code mini layouts to the vast library of core and third-party blocks. For our developers, you can find more details in the Widgets dev note.
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Display Posts with New Blocks and Patterns
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The Query Loop Block makes it possible to display posts based on specified parameters; like a PHP loop without the code. Easily display posts from a specific category, to do things like create a portfolio or a page full of your favorite recipes. Think of it as a more complex and powerful Latest Posts Block! Plus, pattern suggestions make it easier than ever to create a list of posts with the design you want.
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Edit the Templates Around Posts
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You can use the familiar block editor to edit templates that hold your content—simply activate a block theme or a theme that has opted in for this feature. Switch from editing your posts to editing your pages and back again, all while using a familiar block editor. There are more than 20 new blocks available within compatible themes. Read more about this feature and how to experiment with it in the release notes.
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Three Workflow Helpers
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Overview of the Page Structure
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Sometimes you need a simple landing page, but sometimes you need something a little more robust. As blocks increase, patterns emerge, and content creation gets easier, new solutions are needed to make complex content easy to navigate. List View is the best way to jump between layers of content and nested blocks. Since the List View gives you an overview of all the blocks in your content, you can now navigate quickly to the precise block you need. Ready to focus completely on your content? Toggle it on or off to suit your workflow.
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Suggested Patterns for Blocks
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Starting in this release the Pattern Transformations tool will suggest block patterns based on the block you are using. Right now, you can give it a try in the Query Block and Social Icon Block. As more patterns are added, you will be able to get inspiration for how to style your site without ever leaving the editor!
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Style and Colorize Images
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Colorize your image and cover blocks with duotone filters! Duotone can add a pop of color to your designs and style your images (or videos in the cover block) to integrate well with your themes. You can think of the duotone effect as a black and white filter, but instead of the shadows being black and the highlights being white, you pick your own colors for the shadows and highlights. There’s more to learn about how it works in the documentation.
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For Developers to Explore
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Theme.json
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Introducing the Global Styles and Global Settings APIs: control the editor settings, available customization tools, and style blocks using a theme.json file in the active theme. This configuration file enables or disables features and sets default styles for both a website and blocks. If you build themes, you can experiment with this early iteration of a useful new feature. For more about what is currently available and how it works, check out this dev note.
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Dropping support for IE11
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Support for Internet Explorer 11 has been dropped as of this release. This means you may have issues managing your site that will not be fixed in the future. If you are currently using IE11, it is strongly recommended that you switch to a more modern browser.
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Adding support for WebP
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WebP is a modern image format that provides improved lossless and lossy compression for images on the web. WebP images are around 30% smaller on average than their JPEG or PNG equivalents, resulting in sites that are faster and use less bandwidth.
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Adding Additional Block Supports
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Expanding on previously implemented block supports in WordPress 5.6 and 5.7, WordPress 5.8 introduces several new block support flags and new options to customize your registered blocks. More information is available in the block supports dev note.
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Check the Field Guide for more!
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Check out the latest version of the WordPress Field Guide. It highlights developer notes for each change you may want to be aware of: WordPress 5.8 Field Guide.
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The Squad
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The WordPress 5.8 release was led by Matt Mullenweg, and supported by this highly enthusiastic release squad:
In addition to these contributors, many thanks to all of the community volunteers who contribute in the support forums. They answer questions from people across the world, whether they are using WordPress for the first time, or they’ve been around since the first release all the way back in 2003. These releases are as successful as they are because of their efforts!
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Finally, thanks to all the community translators who help make WordPress available in over 200 languages for every release. 80 languages have translated 80% or more WordPress 5.8 and our community translators are hard at work ensuring more languages are on their way. If contributing to WordPress appeals to you, it’s easy to learn more. Check out Make WordPress or the core development blog.
\n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:30:\"com-wordpress:feed-additions:1\";a:1:{s:7:\"post-id\";a:1:{i:0;a:5:{s:4:\"data\";s:5:\"10976\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:7;a:6:{s:4:\"data\";s:58:\"\n \n \n \n \n \n \n \n\n \n \n \n \n \n\n \";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:4:{s:0:\"\";a:7:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:55:\"WP Briefing: Episode 13: Cherishing WordPress Diversity\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:77:\"https://wordpress.org/news/2021/07/episode-13-cherishing-wordpress-diversity/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Mon, 19 Jul 2021 12:00:00 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:8:\"category\";a:1:{i:0;a:5:{s:4:\"data\";s:11:\"wp-briefing\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:53:\"https://wordpress.org/news/?post_type=podcast&p=10949\";s:7:\"attribs\";a:1:{s:0:\"\";a:1:{s:11:\"isPermaLink\";s:5:\"false\";}}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:357:\"In this episode, Josepha Haden Chomphosy discusses the importance of Diversity, Equity, and Inclusion to the fabric of the WordPress project and how we can move from a place of welcoming it to cherishing it. Have a question you’d like answered? You can submit them to wpbriefing@wordpress.org, either written or as a voice recording. Credits […]\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:9:\"enclosure\";a:1:{i:0;a:5:{s:4:\"data\";s:0:\"\";s:7:\"attribs\";a:1:{s:0:\"\";a:3:{s:3:\"url\";s:60:\"https://wordpress.org/news/files/2021/07/WP-Briefing-013.mp3\";s:6:\"length\";s:1:\"0\";s:4:\"type\";s:0:\"\";}}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:15:\"Chloe Bringmann\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:40:\"http://purl.org/rss/1.0/modules/content/\";a:1:{s:7:\"encoded\";a:1:{i:0;a:5:{s:4:\"data\";s:14902:\"\n
In this episode, Josepha Haden Chomphosy discusses the importance of Diversity, Equity, and Inclusion to the fabric of the WordPress project and how we can move from a place of welcoming it to cherishing it.
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Have a question you’d like answered? You can submit them to wpbriefing@wordpress.org, either written or as a voice recording.
Hello, everyone, and welcome to the WordPress Briefing, the podcast where you can catch quick explanations of the ideas behind the WordPress open source project, some insight into the community that supports it, and get a small list of big things coming up in the next two weeks. I’m your host, Josepha Haden Chomphosy. And before we get started, I have to be honest with you all, this episode and the next one have made me feel really anxious. This one is about Diversity, Equity, and Inclusion in open source, and especially in WordPress. And the next one is about accessibility in WordPress. And I feel like there’s just so much to do, and we don’t do enough, but we do what we can. And still, we will never be done with that work. And if you don’t know what I mean by Diversity, Equity, and Inclusion, you can kind of think of it this way. Diversity is bringing in people with different viewpoints and lived experiences. Equity is making sure everyone has what they need to get a fair chance of success, which is different from equality. And Inclusion is making sure that the environment is built to not only tolerate diverse groups but to celebrate them as well. So remember this as you listen to what I have to say here. We are never where we want to be in either of those spaces. But that shouldn’t stop us from looking at the things we have done to get us in the right direction. All right. Here we go.
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Josepha Haden Chomphosy 01:54
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I say a lot that we are a project that serves a majority collection of minority voices. WordPress is global in reach and open source in nature. And you would assume that what allows the software to be used by anyone would also enable it to be built by anyone. After all, your location doesn’t matter, and who employs you also doesn’t matter. And your relative social standing certainly shouldn’t matter. As long as you can communicate with the others contributing to the project, there should be no obstacle to your participation. The mission of the WordPress project is to democratize publishing, right? It’s to get the ability to have a website tap into passive income on your web presence. I mean, the job is to level the playing field for everyone. However, it’s my experience that bringing in new voices takes a lot of proactive work on behalf of leaders and contributors. It’s not enough to say, “Hey, I’m having a party,” you also have to say, “I’m having a party, and I’d like you to be there.” It’s not enough to think people will make their own space at this table. You have to make sure that you have table settings for everyone. And even beyond the basics of directing people to you.
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Josepha Haden Chomphosy 03:12
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And on toward the next steps, you have to be honest about the fact that open source contribution requires a fair amount of privilege. By privilege, I mean the luxury of extra time or extra funding or just an understanding employer. WordPress supports 41% of the web. I think it’s 42% of the web right now. But less than 1% of people who use WordPress show up to help maintain it. And that 1% that does show up skews toward people who already have a pretty high level of representation and technology. And so, when you look at who is building it versus who is using it, it doesn’t always match. And since what we build so frequently reflects who we are, sometimes what we build doesn’t match the needs of the people who are using what we have.
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Josepha Haden Chomphosy 04:10
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So what has WordPress done to be proactive on the question of Diversity, Equity, and Inclusion? There are quite a few unseen things that have gone into this over the years and a few pretty visible things. This is a very long list. And it has a whole lot of just reference material. And so the show notes today will come in handy for people, and there will be just a laundry list of linked resources for everyone.
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Josepha Haden Chomphosy 04:39
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But the first thing that WordPress has done is that we have accepted the burden of proof. I’m going to share a post about this in the show notes. That means we accept that it’s not the job of underrepresented folks to figure out if they are welcome. It’s up to us to make it clear that they are. So, there are three big little things that the community has done over the years. One is that many teams open their text-based meetings with an explanation of what is done in the meeting, who comes to the meetings, where to find help if you’re lost in the meeting, and for teams that have a specific type of requests that comes into those channels that aren’t handled in those channels. They also will share where people can go to get those requests taken care of. Many teams have also updated their team handbooks to have good beginner docs, limited use of inside jokes or jargon, and good first bugs. And also, there is a code of conduct in the community declaring that everyone is welcome and clarifies what to do if you see folks being unwelcoming.
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Josepha Haden Chomphosy 05:51
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A second big thing that folks in the WordPress community have done is written down what was unwritten. Having things clearly documented unlocks institutional knowledge that you’d otherwise have to know someone to get. Clarity and process and the structure help anyone engage with your organization, not just the people who have extra time to figure things out. What that looks like in the WordPress project is that many teams have documented their workflows and their working spaces and just their general team norms. Many teams have also started defining what it means to be a team rep and holding open processes to choose those team reps. Many other community leaders and I have written down countless unspoken rules, guidelines, and philosophical underpinnings so that people don’t have to guess what we’re doing or why we’re doing things, or where we want to do them.
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Josepha Haden Chomphosy 06:46
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And the more visible thing that the WordPress project has been doing is that we found ways to invite people in, and they’re not failsafe; they’re not foolproof, but it is certainly a step in the right direction. The first one is an ongoing, diverse speaker training initiative. And I’ll include a link to that in the show notes as well. It is run by Jill Binder and a fantastic group of contributors that collaborate with her. And I really have loved watching that particular program grow and flourish and help WordPress make a difference where we absolutely can.
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Josepha Haden Chomphosy 07:27
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The second thing that was pretty visible about how we invited people in was at the end of 2020, and we had an all-women and nonbinary release squad for our biggest release of the year; WordPress 5.6. I had a group of probably 70 women and nonbinary identifying folx who joined in the process and joined in learning more about the process. Some of them have continued in the project. Others have stepped away for various reasons. But all of them are welcome to return. And I encourage everyone to return to contribution when time and resources make that possible for you.
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Josepha Haden Chomphosy 08:09
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And then the third thing that we’ve done, which I have talked about a lot, is the revival of the testing and triage practices. That has been work that’s been ongoing for a number of years. And it happens across multiple teams. It is not always immediately clear to people why the testing work. And the triage work is identifiable for me as a way to invite people into this process. And so I’ll be briefly clear about it right now. So testing as a practice brings in the users that otherwise don’t have a lot of spare time and that extra privilege to like, figure out what’s going on with WordPress, and contribute their own fixes to problems. They can give back to this project by being co-developers with us, co-creators with our entire process of making WordPress real and usable for the largest number of people that we can because we now support 42% of the web. And then, the triage practice invites in a diverse voice of people. Because you don’t necessarily always need to know everything about a project to help with triage. And when you’re helping with triage, you get active learning through participating in the process. But you also get passive learning from the people who already know huge amounts about the project and the process and everything that goes into it. And so it’s a low key low stress way to get your feet wet and start building that knowledge that sometimes is hard to come by unless you are actively working in it. So the testing practices, the triage practices, I really to the core of my being believe that those are active and ongoing ways for us to invite people who otherwise wouldn’t have a chance to get their voices heard in an open source project. And y’all, as I said at the start, y’all, there’s nothing about this list that I just shared, which makes me feel like our work on this is done. Just like any muscle, you don’t fight to peak fitness, and then hit the big stop button on time and say, “Now, I never have to work out again.” If we did, the world would be a very different place probably. But it does then lead us to the next steps for fostering a community culture that’s as broad as the people who use this software. If you believe in leadership at any level, as I do, there are a ton of things that you can do right now. But I’ll boil them down into three big chunks of things.
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Josepha Haden Chomphosy 10:54
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First, check your community area, or whatever community you want to apply this to, for things that need a little more proactive work. I will share a post called Building A Culture of Safety that will take you through a list of good first steps. And it is not as hard as it looks. When you say build a culture of safety, there are many really clear-cut minor changes that you can ask people to make and, in like, four or five different areas that can help your community be more welcoming and more open.
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Josepha Haden Chomphosy 11:30
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The second thing that you can do is know that small changes add up over time and commit to making those changes where you can. If you are elite at any level, you know that supporting people and processes is the responsibility of everyone in the group. And if you can make your own autonomous decisions and commit to making small changes that make a big difference over time, you will be part of that solution. And that is not specific to any one group that we have in our communities. You can be an ally for anyone, whether they look like you, whether they have your same experiences, or not. And sometimes, it’s as easy as just holding space for the people who haven’t had a chance to talk yet. And on the subject of holding space and the way that we communicate.
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Josepha Haden Chomphosy 12:22
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The third thing that I think is incredibly important is that you can take on as a foundational personal practice the concept of ethical communication. I’ll share a post about that as well in the show notes, but the core of it is that you have to know that what you say and don’t say what you do and don’t do has an impact on others and embrace that responsibility. All right, so you made it all the way through, and I am so proud of you. I’m sure you have questions about this. And I encourage you to share those. You can email them to me at wp briefing@wordpress.org.
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Josepha Haden Chomphosy 13:10
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This brings us to our small list of big things. I’ve got two things for you today. First and foremost, WordPress 5.8 gets released tomorrow. It’s a big release, and lots of people have been working on it. So get your update processes ready and keep an eye on wordpress.org/news for the announcement post. Second, and still pretty important, team reps have been working on their quarterly check-ins so that all other teams can get an idea of what’s happening around the WordPress office. Keep an eye out for that post on make.wordpress.org/updates. And that is your smallest of big things. Thank you for tuning in today for the WordPress Briefing. I’m your host Joseph Hayden Chomphosy, and I’ll see you again in a couple of weeks.
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The third release candidate for WordPress 5.8 is now available!
\n\n\n\n
WordPress 5.8 is slated for release on July 20, 2021, and we need your help to get there—if you have not tried 5.8 yet, now is the time!
\n\n\n\n
You can test the WordPress 5.8 release candidate 3 in any of these three ways:
\n\n\n\n
Install and activate the WordPress Beta Tester plugin (select the Bleeding edge channel and then Beta/RC Only stream)
Directly download the release candidate version (zip)
Use WP-CLI to test: wp core update --version=5.8-RC3
\n\n\n\n
Thank you to all of the contributors who tested the Beta/RC releases and gave feedback. Testing for bugs is a critical part of polishing every release and a great way to contribute to WordPress.
\n\n\n\n
Plugin and Theme Developers
\n\n\n\n
Please test your plugins and themes against WordPress 5.8 and update the Tested up to version in the readme file to 5.8. If you find compatibility problems, please be sure to post to the support forums so we can work to solve them in time for the final release.
\n\n\n\n
For a more detailed breakdown of the changes included in WordPress 5.8, check out the WordPress 5.8 beta 1 post. The WordPress 5.8 Field Guide, which is particularly useful for developers, has all the info and further links to help you get comfortable with the major changes.
If you think you have found a bug, you can post to the Alpha/Beta area in the support forums. We would love to hear from you! If you are comfortable writing a reproducible bug report, file one on WordPress Trac, where you can also find a list of known bugs.
Code is poetry Jazz is improvisation Both are forms of art
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The second release candidate for WordPress 5.8 is now available!
\n\n\n\n
WordPress 5.8 is slated for release on July 20, 2021, and we need your help to get there—if you have not tried 5.8 yet, now is the time!
\n\n\n\n
You can test the WordPress 5.8 release candidate 2 in any of these three ways:
\n\n\n\n
Install and activate the WordPress Beta Tester plugin (select the Bleeding edge channel and then Beta/RC Only stream)
Directly download the release candidate version (zip)
Use WP-CLI to test: wp core update --version=5.8-RC2
\n\n\n\n
Thank you to all of the contributors who tested the Beta/RC releases and gave feedback. Testing for bugs is a critical part of polishing every release and a great way to contribute to WordPress.
\n\n\n\n
Plugin and Theme Developers
\n\n\n\n
Please test your plugins and themes against WordPress 5.8 and update the Tested up to version in the readme file to 5.8. If you find compatibility problems, please be sure to post to the support forums, so they can get ready for the final release.
\n\n\n\n
For a more detailed breakdown of the changes included in WordPress 5.8, check out the WordPress 5.8 beta 1 post. The WordPress 5.8 Field Guide, which is particularly useful for developers, has all the info and further links to help you get comfortable with the major changes.
If you think you have found a bug, you can post to the Alpha/Beta area in the support forums. We would love to hear from you! If you are comfortable writing a reproducible bug report, file one on WordPress Trac, where you can also find a list of known bugs.
Five-eight in two weeks So test your plugins and themes Update your readme
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In this episode, Josepha Haden Chomphosy talks about WordPress – In Person! The WordPress events that provide the dark matter of connection that helps sustain the open source project.
\n\n\n\n
Have a question you’d like answered? You can submit them to wpbriefing@wordpress.org, either written or as a voice recording.
Hello, everyone, and welcome to the WordPress Briefing, the podcast where you can catch quick explanations of the ideas behind the WordPress open source project, some insight into the community that supports it, and get a small list of big things coming up in the next two weeks. I’m your host, Josepha Haden Chomphosy. Here we go!
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Josepha Haden Chomphosy 00:39
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Today we’re talking about one of my favorite parts of the project – WordPress events. The in-person component of the project is the dark matter that helps us build resilience and thrive as a group. A lot of what I’m going to share applies to every WordPress event, whether it’s a meetup or workshop, a contributor day, any other sort of format. But I’ll be focused on WordCamps. It’s been a while since we had any in-person WordCamps. Our last two were WordCamp Malaga in Spain and WordCamp Greenville in the US. But that hasn’t stopped anyone from gathering people together online. Which honestly makes a lot of sense for WordPress. Because there are many reasons we gather, the main three reasons are connecting, inspiring, and contributing. It’s true. It says so right in our documentation, “paper rustling.” All WordPress events should connect WordPress users, inspire people to do more with WordPress, and contribute to the WordPress project. As an aside, I’ll tell you that some groups also get to collaborate and educate in there, but connect, inspire, contribute. Those are the big three. And that’s what I’m talking about today. And if you subscribe to this podcast for the back office deep cuts, I’ll also have a few of those for you.Â
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Josepha Haden Chomphosy 01:57
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Alright, so first up, connect. WordCamps are generally annual-ish gatherings organized by local WordPress meetup groups. They’re not meant to be big or fancy. The definition of the minimum viable product for WordCamp is 50 people gathered all day to talk about WordPress. They are intentionally affordable to allow people from all walks of life to attend, meet, share and learn. This is made possible by donations and sponsorships from local businesses and larger businesses in the WordPress ecosystem. And this helps us get people connected to those in their community that works with or are sustained by WordPress. That connection feeds into the overall health of the global WordPress project.Â
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Josepha Haden Chomphosy 02:45
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Next up is inspire. WordCamps do not discriminate. They are open to any WordPress users, developers, designers, or other enthusiasts, regardless of their level of experience. And because of this, sessions generally span a variety of formats. So presentations or live demos to workshops or panels, any other format you can think of. But that also means that there are a variety of skill levels represented. There’s always content about how to use WordPress. That’s a given. But you can also count on content that inspires people to do more with their own dreams and aspirations. When I was still organizing WordCamps, my favorite thing was seeing people who came back year after year, putting into practice something that they learned the year before. It is that Choose Your Own Adventure aspect to WordCamps that lets people see the edge of their ideas and then expand that just a little bit further.Â
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Josepha Haden Chomphosy 03:42
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And finally, contribute. WordCamps often have a contribution component to them. Sometimes it’s just a talk telling you how you can get more involved in the WordPress project. But sometimes, it’s a whole contributor day. And those range in size from single focus, like everyone, will show up and learn how to review a theme or a focus from every team that we have, like at the big flagship events where we gather hundreds of people into a room just to contribute to WordPress and all of the teams that go with it. Getting started with contributing can be daunting, but it is also essential to avoid something called the Tragedy of the Commons, an economic concept. So I’ll share a link to that in the show notes below. But the most important thing, the most important thing to remember, is that WordPress is open source. And we asked people to help us keep this great tool running by giving back a little bit of their time if they have gotten any benefit from the WordPress project or CMS over the course of their careers.
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Josepha Haden Chomphosy 04:40
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So that’s it. The three big things you can get from a WordCamp. I know that I can’t wait to get back to them myself because while a lot of these things can still happen online and do, it’s really hard to replace the dark matter of in-person connections for open source projects. And since we’re talking dark matter anyway, let’s dig into it a little.
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Josepha Haden Chomphosy 05:01
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At the start of the section, I mentioned that WordCamps are local, locally organized, and people are encouraged to attend locally. But I am part of a group that ends up traveling to a lot of WordCamps. If you don’t know about the unseen work of WordPress, this raises eyebrows. So here is some clarification around the back office work that some of these traveling WordCampers often do. When I listed these out, there were about 20 different tasks, 20 different jobs, which was, frankly, a bit overwhelming when I listed them that way. So I’ve grouped them into kind of two genres, each with a group of current versus future types of work. So my two big buckets, big picture stuff, and then community stewardship.
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Josepha Haden Chomphosy 05:50
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The big picture stuff, our first big genre here, when you’re looking at current topics, current issues kind of information, when we’re working on big picture stuff, you get the clarification of the mission or vision of WordPress, the sharing of open source methods or processes that we use in the WordPress project, and also sometimes those goal-setting conversations that you have to have both because we have a bunch of teams and team reps, that have a lot of really great ideas about what can be done in their teams to help WordPress succeed. But then also, because when you are working, when you’re contributing to a single team in the project, it can sometimes be hard to know how your work relates to the overall goals and visions of WordPress. And so that’s part of the work that gets done that I do there.
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Josepha Haden Chomphosy 06:43
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And when you’re looking at future topics, future issues, the second part of this genre, that stuff like starting conversations or discussions around what the future holds for WordPress, and that’s the project as well as the technology or hearing from people about big things coming up for them. And any content that can support it, anything that I can provide to support those big things. It’s also a good time for me and others to identify trends based on what I see in presentations or what I hear from people at social functions. Really, it’s just a huge opportunity for information gathering to make sure that I know what everyone else in the project is trying to do and if they understand what the project is trying to do.
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Josepha Haden Chomphosy 07:32
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And then the second big genre of things that happen in that dark matter kind of work at WordCamps is what I call community stewardship—so taking care of the community itself for the project itself. And a lot of that work is actually incident response kind of work. So conflict resolution, mediation often happens at in-person events, but also uncovering the shared foundations, the shared understanding for upcoming changes. So a lot of really, in the weeds kind of change management work. And for me, it’s certainly doing my best as a cultural liaison when I do see that there has been some miscommunication or gathering context for the latest disagreement that people are having with me so that I can clarify anything that was misunderstood from what I said. And also a little bit of policy clarification, just explaining why we do things and the way we do them. So for community stewardship, that’s kind of the current stuff that we look at. And that I do when I’m traveling for WordCamps.Â
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Josepha Haden Chomphosy 08:36
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And then for the future tasks that we do with community stewardship in the project, that stuff like training, and that’s training team reps, community deputies, or new contributors like it’s, it’s not really one type of training, necessarily. But then also, all of the checking in with our organizers, team reps, volunteers, sponsors, everyone like that, to make sure that what we have in the project and what’s happening in the project, the tools that we have, the experience that contributors have while they are working here, and WordPress is good, and is what they need. We’ve got a lot of tools to get things done in WordPress, and we can always make them better. And so checking in with people to kind of see how those processes are, how the tools are making sure that I have an idea of where our holes are and what needs to be patched, and how we can patch them in the long run. So that’s all of the future planning kind of work and topic stuff, just you know, making sure that WordPress has what it needs to survive long into the future and long after I’m doing anything with it, and long after you’re doing anything with it either.
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Josepha Haden Chomphosy 09:56
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So, lots and lots of unseen work being done at our in-person events. But folks who keep a keen eye on the online global work of WordPress will probably recognize that a lot of that work is also done routinely on make.wordpress.org and within the making WordPress Slack. There’s just, I don’t know, there’s just something different about receiving information from a human being with a face rather than an avatar with a photo. So I guess at the end of the day, that means the dark matter that keeps open source together is really an issue of communication. And you’ll get no arguments for me there.
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Josepha Haden Chomphosy 10:44
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That brings us now to our small list of big things. And there’s really just one big thing. And that’s WordPress 5.8. We are about two weeks away from this big release; the community has been working tirelessly on it. And it’s shaping up to be one of the most tested releases that we’ve had in a long time. Myself, I’m grateful to see so much activity before the release. Since 5.8 and 5.9 releases represent such monumental shifts in our software, I’m incredibly grateful to see so much activity prior to the release, especially in the beta period. We’ve been testing everything for it feels like six or eight months, and we’re really starting to see the positive benefits of that. And I think that we, the WordPress community, should be really proud of everything that we’re going to ship in 2021. Okay, so that was less of a small list of big things and really like one big thing with a generous garnish of encouragement, but you deserve it. So thank you for tuning in today for the WordPress briefing. I’m your host, Josepha Haden Chomphosy, and I’ll see you again in a couple of weeks.
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Once you step into contribution time, your main concern is the users of WordPress, or new contributors, or the health of the WordPress ecosystem as a whole or the WordPress project. So you get all this subject matter expertise from competitive forces, collaborating in a very “us versus the problem� way. And when you do that, you’re always going to find a great solution.
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In the “WordCamp Europe 2021 in Review� episode of the WP Briefing podcast, Josepha Haden talks about the importance of collaboration, which is vital in building WordPress. This edition of The Month in WordPress covers exciting updates that exemplify this philosophy.
We said hello to Gutenberg version 10.8 and version 10.9 this month. Version 10.8 adds rich URL previews, enhancements to the list view, and an updated block manager. Version 10.9 offers several performance enhancements, along with more block design tools and template editor enhancements.
The first major BuddyPress release of 2021, version 8.0 “Alfano,� came out on June 6. The short-cycle release offers features such as the ability to recruit new members, an improved registration experience, and profile field types. Download it from the WordPress.org plugin directory or check it out from its Subversion repository.
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Further reading
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WordCamp Japan 2021 was held from June 20- 26. The weeklong event, which had two session days followed by five contributor days, sold 1300+ tickets, with 45 speakers and 23 sponsors. Catch the event recording on YouTube!
The Core Team added block patterns and improvements to all legacy default themes. The team also shared a feature request that will allow developers to modify and extend the Site Health feature in Core.
The Design Team shared an update on the block pattern directory; the team is continuing to review suggestions and has offered some guidelines in this post.
Ujwal Thapa – co-founder of the Nepal WordPress community passed away due to COVID-19. Our community deeply mourns his loss and is thankful for his contributions.
Have a story that we should include in the next “Month in WordPress� post? Please submit it using this form.
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The first release candidate for WordPress 5.8 is now available!
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Please join us in celebrating this very important milestone in the community’s progress towards the final release of WordPress 5.8!
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“Release Candidate� means the new version is ready for release, but with thousands of plugins and themes and differences in how the millions of people use WordPress, it is possible something was missed. WordPress 5.8 is slated for release on July 20, 2021, but your help is needed to get there—if you have not tried 5.8 yet, now is the time!
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You can test the WordPress 5.8 release candidate in three ways:
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Install and activate the WordPress Beta Tester plugin (select the Bleeding edge channel and then Beta/RC Only stream)
Directly download the release candidate version (zip)
Using WP-CLI to test: wp core update --version=5.8-RC1
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Thank you to all of the contributors who tested the Beta releases and gave feedback. Testing for bugs is a critical part of polishing every release and a great way to contribute to WordPress.
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What is in WordPress 5.8?
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The second release of 2021 continues to progress on the block editor towards the promised future of full site editing with these updates:
WordPress 5.8 also has lots of refinements to enhance the developer experience. To learn more, subscribe to the Make WordPress Core blog and pay special attention to the developer notes tag for updates on those and other changes that could affect your products.
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Plugin and Theme Developers
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Please test your plugins and themes against WordPress 5.8 and update the Tested up to version in the readme file to 5.8. If you find compatibility problems, please be sure to post to the support forums, so those can be figured out before the final release.
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The WordPress 5.8 Field Guide, due to be published very shortly, will give you a deeper dive into the major changes.
If you think you have found a bug, you can post to the Alpha/Beta area in the support forums. We would love to hear from you! If you are comfortable writing a reproducible bug report, file one on WordPress Trac, where you can also find a list of known bugs.
We are almost there, WordPress 5.8 comes next month. We need your help: test!
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WordPress 5.8 Beta 4 is now available for testing!
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This software is still in development, so it is not recommended to run this version on a production site. Consider setting up a test site to play with it.
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You can test the WordPress 5.8 Beta 4 in three ways:
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Install/activate the WordPress Beta Tester plugin (select the Bleeding edge channel and the Beta/RC Only stream).
Using WP-CLI to test: wp core update --version=5.8-beta4
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The current target for the final release is July 20, 2021. That’s less than four weeks away, so we need your help to make sure the final release is as good as it can be.
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Some Highlights
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Since Beta 3, 18 bugs have been fixed. Most tickets focused on polishing existing default themes, fixing bugs in the new block Widget screen, and squashing Editor bugs collected during beta.
Testing for bugs is a vital part of polishing the release during the beta stage and a great way to contribute.
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If you think you’ve found a bug, please post to the Alpha/Beta area in the support forums. We would love to hear from you! If you’re comfortable writing a reproducible bug report, file one on WordPress Trac. That’s also where you can find a list of known bugs.
Releasing software Is complex when open source Yet WordPressers do
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WordPress 5.8 Beta 3 is now available for testing!
\n\n\n\n
This software is still in development, so it is not recommended to run this version on a production site. Consider setting up a test site to play with it.
\n\n\n\n
You can test the WordPress 5.8 Beta 3 in three ways:
\n\n\n\n
Install/activate the WordPress Beta Tester plugin (select the Bleeding edge channel and the Beta/RC Only stream).
Using WP-CLI to test: wp core update --version=5.8-beta3
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The current target for the final release is July 20, 2021. That’s just four weeks away, so we need your help to make the final release is as good as it can be.
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Some Highlights
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Since Beta 2, 38 bugs have been fixed. Here is a summary of some of the included changes:
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Block Editor: Move caching to endpoint for unique responses. (#53435)
Bundled Themes: Improve display of blocks in widget areas. (#53422)
Coding Standards: Bring some consistency to HTML formatting in wp-admin/comment.php. (#52627)
Editor: Include Cover block in the list of block types registered using metadata files. (#53440)
Editor: Include Cover block in the list of block types registered using metadata files. (#53440)
Media: Add new functions to return the previous/next attachment links. (#45708)
Media: Improve upload page media item layout on smaller screens. (#51754)
Media: Update total attachment count when media added or removed. (#53171)
REST API: Decode single and double quote entities in widget names and descriptions. (#53407)
Twenty Nineteen: Update margins on full- and wide-aligned blocks in the editor. (#53428)
Widgets: Add editor styles to the widgets block editor. (#53344)
Testing for bugs is a vital part of polishing the release during the beta stage and a great way to contribute.
\n\n\n\n
If you think you’ve found a bug, please post to the Alpha/Beta area in the support forums. We would love to hear from you! If you’re comfortable writing a reproducible bug report, file one on WordPress Trac. That’s also where you can find a list of known bugs.
Esperanza first. Want to know the next jazzer? Then please test beta.
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In this episode, Josepha Haden Chomphosy does a mini deep dive into WordCamp Europe 2021, specifically the conversation between the project’s co-founder, Matt Mullenweg, and Brian Krogsgard formerly of PostStatus. Tune in to hear her take and for this episode’s small list of big things.
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Have a question you’d like answered? You can submit them to wpbriefing@wordpress.org, either written or as a voice recording.
Hello, everyone, and welcome to the WordPress Briefing, the podcast where you can catch quick explanations of the ideas behind the WordPress open source project, some insights into the community that supports it, and get a small list of big things coming up in the next two weeks. I’m your host, Josepha Haden Chomphosy. Here we go!
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Josepha Haden Chomphosy 00:40
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A couple of weeks ago, we hosted WordCamp Europe and had the double pleasure of a demo that showed us a bit about the future of WordPress and an interview that looked back while also looking a bit forward. If you haven’t seen the demo, it was beautiful. And I’ve included a link to it in the show notes. And if you haven’t heard the interview, there were a few specific moments that I’d like to take the time to delve into a little more. Brian Krogsgard, in his conversation with Matt Mullenweg, brought up three really interesting points. I mean, he brought up a lot of interesting points, but there were three that I would particularly like to look into today. The first was about balance. The second was about cohesion. And the third was about those we leave behind.
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Josepha Haden Chomphosy 01:24
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So first is this question of balance. Brian brought this up in the context of the overall economic health of the WordPress ecosystem. And in that particular moment, he talked about companies that are coming together, companies that are merging. And in Matt’s answer, the part that I found the most interesting was when he said, “the point at which there is the most commercial opportunity is also the point at which there is the most opportunity for short-termism. He went on to talk about the importance of long-term thinking and collective thinking about what makes us, and us here means probably the WordPress project, more vibrant and vital in 10 or 20 or 30 years. One of the things that he specifically called out in that answer was the responsibility of larger companies in the ecosystem. For instance, like Automattic, to commit fully to giving back, there are many ways now that companies can give back to WordPress so that we all replenish the Commons. They can pay for volunteer contributors’ time; they can create and sponsor entire teams through the Five for the Future program. They can contribute time through our outreach program. And they can even contribute to WordPress’s ability to own our own voice by engaging their audience’s awareness of what’s next in WordPress, or whatever. And I know this balance, this particular balance of paid contributors or sponsored contributors, compared to our volunteer contributors or self-sponsored contributors; I know that this balance is one that people keep an eagle eye on. I am consistently on a tight rope to appropriately balanced those voices. But as with so many things where balance is key, keeping an eye on the middle or the long-distance can really help us get it right.
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Josepha Haden Chomphosy 03:23
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The second question was one of cohesion and specifically cohesion over the competition. Brian asked how, if people feel disadvantaged, you can foster a feeling of cohesion rather than competition? And Matt’s first answer was that competition is great. Specifically, he said that competition is great as long as you consider where your collaboration fits into the mission. And he also spent some time exploring how competitors in the ecosystem can still work from a community-first mindset. I personally cannot agree enough about some of the benefits of collaboration alongside your competitors. I remind sponsored contributors from time to time, and I think it’s true for any contributor that you are an employee of your company first and a contributor to WordPress second. However, once you step into contribution time, your main concern is the users of WordPress, or new contributors, or the health of the WordPress ecosystem as a whole or the WordPress project. So you get all this subject matter expertise from competitive forces, collaborating in a very us versus the problem way. And when you do that, you’re always going to find a great solution. It may not be as fast as you want it to build things out in the open in public. And so sometimes we get it wrong and have to come back and fix it but still, given time, we’re going to come out with the best solution because we have so many skilled people working on this.
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Josepha Haden Chomphosy 05:01
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And then the third question that I wanted to really touch on is the question of those we leave behind. Brian asked Matt if he thought mid-sized agencies and mid-sized consultants were being squeezed out with the block editor. Matt’s high-level answer was no, and I tend to agree with him. It’s not all mid-sized anything any more than it’s all small-sized anything. His answer continued to look at what stands to change for users with the block editor and who really can stand to benefit. It made me think back to my WordPress 5.0 listening tour. We launched WordPress 5.0, which was, in case anyone forgets, the first release with the block editor in it. I took a six-month-long tour to anywhere that WordPressers were so I could hear their main worries, what Brian is saying in there, and what Matt is saying to really came up all the time in those conversations. And basically, it was that this update takes all the power away from people who are building websites. And in these conversations, and Matt and Brian’s conversation, it was really focused on our freelancers and consultants. But at the same time, all of them heard that this update gives power back to all of the people who could build websites.
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Josepha Haden Chomphosy 06:28
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I could not shake the feeling at the time. And honestly, I can’t shake it now that no high-end consultants, or freelancers, or any other developer or site creator sit around just longing for maintenance work. After six months of talking to people, I didn’t hear anyone say, “you know, I just love making the same author card over and over and over.” Or, “updated the footer every week, this month. And that’s why I got into this business.” And more than the feeling that there just wasn’t anyone who just loved maintenance, I got a feeling that there were real problems that needed to be solved for these clients and that they wanted to solve them. And that they also would gladly trade updating footers for the much more interesting work of creating modern and stylish business hubs based on WordPress for the clients who trust them so much. All of that, I guess, is to say that, yes, the block editor does give power back to our clients again, but not at the expense of those who have to build the sites in the first place. I think it stands to restore everyone’s sense of agency more than we truly realize. So that’s my deep dive on WordCamp Europe; I included links to the demo and the talk below, just in case you haven’t seen them yet. And you want to get a little bit of insight into the full context of the conversations that I just did a bit of a deep dive into.
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Josepha Haden Chomphosy 08:15
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And now it’s time for our smallest of big things. All right, I have three things for you today. Number one, tomorrow, we package WordPress 5.8 beta three. If you’ve never had a chance to stop by the core channel in slack for the past packaging process, I really encourage you to stop by; we call them release parties. It’s a bunch of people who stand around and help get it done. So you can also see how it gets done. And if you’re feeling brave, you can even try your hand at testing out one of the packages as soon as it’s ready. The second thing is that a week from tomorrow, we reach our first release candidate milestone. So if you have meant to submit any bugs or patches or if you’ve been procrastinating on documentation, or dev notes, right now is the time so that we can have a chance to get everything into the release by the time we reach the release candidate milestone on the 29th. And the third thing is that we are currently right in the middle of WordCamp Japan. That is a great opportunity to meet some contributors and maybe even get started with contributions yourself. So stop by if you haven’t had a chance to check it out already. I will leave a link in the show notes. And that, my friends, is your small list of big things.
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Thank you for tuning in today for the WordPress Briefing. I’m your host, Josepha Haden Chomphosy, and I’ll see you again in a couple of weeks.
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WordPress 5.8 Beta 2 is now available for testing!
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This software is still in development, so it’s not recommended to run this version on a production site. Consider setting up a test site to play with it.
\n\n\n\n
You can test the WordPress 5.8 Beta 2 in two ways:
\n\n\n\n
Install/activate the WordPress Beta Tester plugin (select the Bleeding edge channel and the Beta/RC Only stream)
The current target for the final release is July 20, 2021. That’s just five weeks away, so your help is vital to ensure that the final release is as good as it can be.
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Some Highlights
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Since Beta 1, 26 bugs have been fixed. Here is a summary of some of the included changes:
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Block Editor: Remove bundled block patterns and support the patterns directory. (#53246)
Block Editor: Add a type property to allow Core to identify the source of the editor styles. (#53175)
Build/Test Tools: Adds some tests for Quick Draft section in Dashboard. (#52905)
Build/Test Tools: Replaced @babel/polyfill with core-js/stable. (#52941)
Coding Standards: Further update the code for bulk menu items deletion to better follow WordPress coding standards. (#21603)
External Libraries: Update Underscore to version 1.13.1. (#45785)
General: A number of block editor, template mode and widget screen related fixes. (#51149)
Login and Registration: Improve the unknown username error message. (#52915)
Media: Restore AJAX response data shape in media library. (#50105)
Site Health: Display a list of file formats supported by the GD library. (#53022)
Testing for bugs is a vital part of polishing the release during the beta stage and a great way to contribute.
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If you think you’ve found a bug, please post to the Alpha/Beta area in the support forums. We would love to hear from you! If you’re comfortable writing a reproducible bug report, file one on WordPress Trac. That’s also where you can find a list of known bugs.
Install won’t you please WordPress 5-8 Beta 2? We need your help: test!
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During WordCamp Europe this past Wednesday Matt and I gathered to discuss the latest developments of Gutenberg and to share a video with some of the current and upcoming highlights. The video is wonderfully narrated by @beafialho and it was a great opportunity to celebrate all the incredible work that contributors are doing around the globe to improve the editing and customization experience of WordPress. For those that weren’t able to attend live it’s now available for watching online.
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Matt also opened a thread for questions on his blog, so be sure to chime in there if you have any!
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WordPress 5.8 Beta 1 is now available for testing!
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This software is still in development, so it is not recommended to run this version on a production site. Instead, we recommend that you run this on a test site to play with the new version.
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You can test the WordPress 5.8 Beta 1 in two ways:
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Install and activate the WordPress Beta Tester plugin (select the “Bleeding edgeâ€� channel and “Beta/RC Only” stream).
The current target for the final release is July 20, 2021. This is just six weeks away, so your help is vital to ensure this release is tested properly and as good as it can be.
So what’s new in this 5.8? Let’s start with some highlights.
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Highlights
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Powerful Blocks
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Discover several new blocks and expressive tools, including blocks for Page Lists, Site Title, Logo, and Tagline. A powerful Query Loop block offers multiple ways for displaying lists of posts and comes with new block patterns that take advantage of its flexibility and creative possibilities.
Interacting with nested blocks has been made easier with a permanent toolbar button for selecting a parent. Block outlines are shown when hovering or focusing on the different block type buttons. Block handles are now also present for drag and drop when in “select� mode.
Introduces the List View, a panel that can be toggled and helps navigate complex blocks and patterns.
Reusable blocks have an improved creation flow and support for history revisions.
A cool new duotone block adds images effects which can be used in media blocks or supported in third-party blocks. Color presets can also be customized by the theme.
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Handpicked Patterns
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Patterns can now also be recommended and selected during block setup, offering powerful new flows. Pattern transformations are also possible and allow converting a block or a collection of blocks into different patterns.
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New collection of Patterns and an initial integration with the upcoming Pattern Directory on WordPress.org.
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Better Tools
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New template editor that allows creating new custom templates for a page using blocks.
Themes can now control and configure styling with a theme.json file, including layout configuration, block supports, color palettes, and more.
New design tools and enhancements to existing blocks, including more color, typography, and spacing options, drag and drop for Cover backgrounds, additions to block transformation options, ability to embed PDFs within the File block, and more.
Includes improvements to how the editor is rendered to more accurately resemble the frontend.
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Internet Explorer 11
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Support for Internet Explorer 11 is ending in WordPress this year. In this release, most of those changes are being merged so use the Beta and RC periods to test!
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Blocks in Widgets Area
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You can now use any block in your theme’s widget areas using the all new Widgets screen and updated Customizer.
Looking for a change and can’t find it? There are more improvements listed after the break.
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How You Can Help
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Do some testing!
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Testing for bugs is an important part of polishing the release during the beta stage and a great way to contribute.
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If you think you’ve found a bug, please post to the Alpha/Beta area in the support forums. We would love to hear from you! If you’re comfortable writing a reproducible bug report, file one on WordPress Trac. That’s also where you can find a list of known bugs.
Full Site Editing Coming at the end of year But first, Beta 1
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Improvements in this Release
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Improvements to Reusable blocks, Cover block, Table block, List View, Rich text placeholder, Template Editing Mode, Block Inserter, and Top Toolbar
Query loop block that uses a query/filter to create a flexible post list based on templates. Best used with patterns.
Parity refinement between editor and frontend, Standardization to block toolbars organization
Block widgets in the Customizer
Introducing the Global Styles and Global Settings APIs: control the editor settings and available customization tools and style blocks using a theme.json file.Template editor opens inside an iframe to more accurately resemble the front end.
Ability to transform Media and Text into Columns
Embedded PDFs within File block
Spacing options for Social Links and Buttons, Spacer block width adjustments
Twemoji has been updated to version 13.1, bringing you many new Emoji.
Editor performance improvements
Hide writing prompt from subsequent empty paragraphs
More descriptive publishing UI
Added capability to set the default format for image sub-sizes as well as WebP support
Added widgets block editor to widgets.php and customize.php
Added block patterns to default themes
Added ability to mark a plugin as unmanaged
Enable revisions for the reusable block custom post type
Enqueue script and style assets only for blocks present on the page
Abstracted block editor configuration by deprecating existing filters and introducing replacements that are context-aware
New sidebars, widget, and widget-types REST API endpoints
Added support for modifying the term relation when querying posts in the REST API
Site Health now supports custom sub-menus and pages
Themes now display the number of available theme updates in the admin menu
Hello, everyone, and welcome to the WordPress Briefing, the podcast where you can catch quick explanations of some of the ideas behind the WordPress open source project and the community around it, as well as get a small list of big things coming up in the next two weeks. I’m your host, Joseph Haden Chomphosy. Here we go!
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Josepha Haden Chomphosy 00:40
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For anyone who has ever organized something, whether it’s a social event, a school project, or an annual family gathering, you know that there are many different opinions. The more opinions you have, the more likely people don’t see eye to eye. And before you know it, you’ve got some disagreements. Some things make disagreements worse, like imbalance of information, lack of showing your work, and sometimes just “too many cooks in the kitchen,â€� to use a regional phrase. Frankly, sometimes it seems like the second you have more than one cook in your kitchen, you’re going to get some disagreements. But I think that’s a healthy thing. WordPress is huge. And there are huge numbers of people contributing to WordPress or any other open source project you want to name. So there’s a lot of stuff available to disagree about. If we never saw anyone pointing out an area that wasn’t quite right, there would probably be something wrong. If you, like me, think that a healthy tension of collaborative disagreement can be useful when approached thoughtfully, then this quick start guide is for you.
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Step one, prepare to host a discussion. This is, by the way, just the hardest step out there. You have to take a little time to figure out what problem you’re solving with the solution you’re suggesting, any goals that it relates to, and then figure out what the bare minimum best outcome would be and what the wildest dreams magic wand waving outcome would be. And you have to be honest with yourself.
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Step two, host the discussion. The venue will be different for different discussions, but you see a lot of these on team blogs or within the actual tickets where work is being done. Wherever you’re hosting it, state the problem, state your idea for the solution and ask for what you missed. If you’re hosting a discussion in person, like in a town hall format, this can be hard. And generally, hosting discussions in an in-person or voice call or zoom call kind of way is hard. So if you have an opportunity to start doing this in text first and level your way up to in person, that’s my recommendation.
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Step three is to summarize the discussion and post a decision if possible. So organizing a big discussion into main points is a really good practice for the people you’re summarizing it for and yourself. It helps you to confirm your understanding, and it also gives you the chance to pair other solutions with the problem and goals you outlined in step one. If a different solution solves the same problem but with less time or effort, it’s worth taking a second look with less time or effort. There’s something that I say to WordPress contributors frequently, and that is there are a lot of yeses. There are a lot of right ways to do things and only a few clear wrong ways to do things. So be open-minded about whether or not someone else’s right way to do things could still achieve the goals you’re trying to accomplish with your solution. A note on step three where I said, “and post the decision if possible.â€� Sometimes you’re the person to make that decision, but sometimes you are not the person who can give something the green light, and so you’re preparing a recommendation. Whether you’re making a decision or a recommendation, sometimes you may experience a little decision-making paralysis. I know I do. So here are a few of the tools that I use.
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If you’re avoiding the decision, use the 10/10/10 rule; it can help you figure out if you’re stuck on a short-term problem. If there are too many good choices, use the Eisenhower Matrix that can help you to prioritize objectively. If there are too many bad choices, use the Maximin strategy. It can help you to identify how to minimize any potential negative impacts.
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Okay, so you’ve considered your position. You’ve discussed everything. You summarized the big points. Maybe you also worked your way through to a recommendation or a decision. What about everyone who disagreed with the decision? Or have you made a recommendation, and it wasn’t accepted? How do you deal with that? That’s where “disagree and commitâ€� shows up. This phrase was made popular by the folks over at Amazon, I think. But it first showed up, I believe at Sun Microsystems as this phrase, “agreeing, commit, disagree and commit or get out of the way.â€�
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Josepha Haden Chomphosy 05:34
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Disagree and commit as a concept works pretty well when everyone agrees on the vision and the goals, but not necessarily how to get to those goals. We’ve had moments in recent history where folks we’re not able to agree, we’re not able to commit, and so then left the project. I hate when that happens. I want people to thrive in this community for the entire length of their careers. But I also understand that situation shows up in the top five learnings of open source when you no longer have interest in the project and handed it off to a competent successor. So there it is – disagreements in open source in WordPress.
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As with so many of the things I discuss on this podcast, this is incredibly complex and nuanced in practice. Taking an argument, distilling facts from feelings, and adjusting frames of reference until the solution is well informed and risk-balanced. That is a skill set unto itself. But one that increases the health of any organization. I’ll share that list of references and general materials in the show notes, including a link explaining each of those decision-making tools that I shared. I’m also going to include the contributor training module on decision-making in the WordPress project. It’s got excellent information. It’s part of a series of modules that I asked team reps to take and sponsored contributors. I don’t require it from anyone, but I do hope that it is useful for you. Also, speaking of useful for you, if you are just here for leadership insights, I included some hot takes after the outro music for you. It’s like an Easter egg, but I just told you about it.
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Josepha Haden Chomphosy 07:33
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And that brings us to our small list of big things! First off, WordCamp Europe is happening this we; I hope that everybody has an opportunity to attend. If you still haven’t gotten your tickets, they are free, and I think there are still a few left. I will include a link in the show notes as well. There’s going to be a little demo with Matt Mullenweg and Matias Ventura on the WordPress 5.8 release that’s coming up. And then kind of a retrospective discussion between Matt and Brian Krogsgard. I encourage you to join; I think it’s going to be very interesting.
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There’s also WordCamp, Japan coming up June 20 through 26th. I mentioned it last time – it has a big section of contributing and contribution time. So if you’re looking to get started, some projects are laid out, and I encourage you to take a look at that as well.
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The new thing on this list, and I don’t know how new It is, in general, I hope it’s not too new to you, is that WordPress 5.8 release is reaching its beta one milestone on June 8th, so right in the middle of WordCamp Europe. I encourage every single theme developer, plugin developer that we have, agency owners that we have to really take a look at this release and dig into testing it. It’s a gigantic release. And I have so many questions about what will work and will not work once we get it into a broader testing area. We’ve been doing a lot of testing in the outreach program. But it’s always helpful to get people who are using WordPress daily in their jobs to really give a good solid test to the beta product to the beta package. And put it all through its paces for us.
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So, that my friends, is your small list of big things. Thank you for tuning in today for the WordPress Briefing. I’m your host Josepha Haden Chomphosy, and I’ll see you again in a couple of weeks.
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Josepha Haden Chomphosy 10:09
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Hey there, you must be here because I told you about this totally not hidden easter egg about my hot takes on organizational health; I have three for you. And if you’ve ever worked with me, none of this will surprise you. But if you haven’t worked with me, hopefully, it kind of gives you some idea about how I approach all of this a bit differently. So, number one, critical feedback is the sign of a healthy organization. And I will never be dissuaded from that opinion. A complete lack of dissent doesn’t look like “alignment.â€� To me, that looks like fear. And it goes against the open source idea that many eyes make all bugs shallow.
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Tip number two, a bit of tension is good, a bit of disagreement is good. The same thing that I say about women in tech, we’re not all the same. And if we were, then we wouldn’t need to collaborate anyway. But diversity, whether that’s the diversity of thought or of a person or of experience, just doesn’t happen without some misunderstandings. It’s how we choose to grow through those misunderstandings that make all the difference for the type of organization we are.
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And hot take number three, changing your mind isn’t flip-flopping or hypocritical. I think that’s a sign of growth and willingness to hear others. I like to think of my embarrassment at past bad decisions – as the sore muscles of a learning brain. And I, again, probably won’t be dissuaded from that opinion. Although, you know, if I’m sticking true to changing your mind some flip-flopping or hypocritical, maybe I will, but you can always try to, to give me the counter-argument for that, and we’ll see how it goes. Thank you for joining me for my little public easter egg.
The block-based Navigation editor screen got a status check last week as part of a Hallway Hangout meeting aimed at identifying what needs to happen to bring the screen out from behind the “experimental” flag. Once the Navigation screen is available by default in the Gutenberg plugin, the team working on the feature will be able to gather more feedback.
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“The navigation block and navigation screen projects have been underway for quite some time and are a main target for 5.9,” Gutenberg lead developer Matias Ventura said in a post outlining the main focus items planned for the block editor in WordPress 5.9.
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“A large part of the remaining work is to improve the user experience, reduce complexity, and test as much as possible on themes.”
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Contributors participating in the meeting agreed that in order to move the Navigation screen out of the experimental stage, it will need to have UI/UX feature parity with what will soon be the classic Navigation screen (nav-menus.php). Participants came prepared with notes comparing features from the existing Navigation screen to the new block-based one. These are listed in a Google doc with a rough priority assignment.
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Trudging through the many discrepancies between the two Navigation editing experiences allowed the team to update the project’s tracking issue on GitHub. It is being reorganized to focus on the tasks required to move the block-based Navigation screen out of “experimental” status. Nearly two dozen issues have been designated as high priority and 32 are marked as normal.
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Work on the Navigation screen has stalled considerably since it was sidelined from consideration for WordPress 5.5 in July 2020. The previous tracking issue for the project became obsolete in February, forcing the creation of a new one that now aggregates all of the priority items for moving block-based Navigation forward. The recorded Hallway Hangout was a transparent discussion about what the UI is lacking and where it needs to go. It was a necessary, albeit tedious, accounting of issues that will get the project back on track.
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The UI is still in a very rough state. Nesting is rudimentary. It’s not possible to assign menu locations. Adding menu items between existing items is very difficult, among a number of other critical issues. At this point, it would require an extraordinary effort to extract the block-based Navigation screen from its quagmiry state in order to have it ready for prime time in WordPress 5.9. The release is expected in December 2021 – just three months away.
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David Smith, who facilitated the meeting, tempered expectations for the block-based Navigation screen with a few clarifications for what it will mean to take the feature out from under the “experimental” flag:
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We wouldn’t commit to feature parity of developer focused APIs at this stage.
Removing “experimental” in the Gutenberg plugin, would not automatically make the feature ready for merging into Core (that won’t happen until WordPress 5.9 at the earliest).
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While the block-based Navigation screen landing in 5.9 doesn’t seem likely, contributors’ recent organizational efforts put them well on their way towards getting the project out from under the “experimental” flag. Check out the recorded meeting for a deep dive into the Navigation screen UI and a glimpse of where it’s headed.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Wed, 01 Sep 2021 04:14:11 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:13:\"Sarah Gooding\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:1;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:58:\"WPTavern: Ask the Bartender: How To Find Project Partners?\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=122065\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:157:\"https://wptavern.com/ask-the-bartender-how-to-find-project-partners?utm_source=rss&utm_medium=rss&utm_campaign=ask-the-bartender-how-to-find-project-partners\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:5490:\"
I was wondering, where should I go if I want to find a developer to work with on an idea? I have an idea for a product. I know the market well, I’m part of the target audience, and I just need someone else that would be passionate and interested in the idea just as much as myself to have to agree to work on an open-source project. Tinder for project partners?
Derin
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If I am being honest, your question reminds me of my cousin. He is what I call an “ideas” guy. Every few weeks or so, he calls me up with several new rough concepts of things that could make some money. Most of these conversations end with him asking if I could build him a website or an app. “We can split the profits 50/50,” he would say. I then tell him that I would rather be paid upfront and show him my rates. He can reap 100% of the profits down the line. He moves on to the next thing.
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As I said, he has loads of ideas. His problem is with the follow-through. Anyone can dream up the perfect product or service. The stumbling blocks tend to be all the steps between concept and production.
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It will be hard to sell any legitimate developer on a dream alone. Feeding, sheltering, and clothing one’s family comes first. You must have a way to pay for those things in almost all scenarios.
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I have built projects on nothing but faith with others. Some have worked out. Most have not. Having cash on hand to pay for those months in development will provide a smidgeon of security for the programmer putting in the time to turn a dream into reality.
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One of those projects I completed for my cousin in my younger and less-financially-intelligent days was a hunting and fishing “magazine” website. It actually saw some early success. The accompanying Facebook group grew to about 1,500 members in the first year or so. The audience was there, but there was no business plan. There were no products or services. No advertising deals. No payday coming for Justin.
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I know 100s of developers who have been in the same boat at one point or another. Most of them wise up after the first project or two that goes nowhere.
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Most dream projects that folks build will be personal itches that they are scratching. If there is no guarantee of a paycheck, it is something they are already passionate about. It sounds like that is the sort of person you want to work with, so you will need to find someone likely already motivated about the same market as you. Without knowing your particular market, it is hard to say where your starting point might be.
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Let us assume your idea is the Next Big Thing. If you need someone on the development end, you should be prepared to take on the other roles to make the project successful. Do you have a business plan? What is your marketing approach? Do you have research that shows there is a market for the idea? Mockups of a potential UI? If you want to pitch someone on coming along for your journey, make sure you have done everything possible to show that it is something worthwhile.
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Where to find that elusive partner, though? It tends to be easier to find open doors when you are involved in the WordPress development community. It is about making connections. That can be through blogging or joining a business-friendly community like Post Status. The more involved you are, the more people you can meet who may share your passions or be able to point you to others who do.
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My usual advice would be to visit your local WordCamp to meet others in person. Of course, during this Covid-era, such conferences are virtual. There are tons of online-only events that can help you connect with people in the community.
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Those human-to-human connections are your foundation, even if they are just over the web.
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I do like the notion of a “Tinder” for WordPress project partners, or at least some type of networking place for folks. That could be a unique site and service you could build without a developer — just a domain, hosting plan, and a business model. It could even be the launchpad for finding the partner for your dream project.
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If all else fails, there is always the DIY route — I am guessing you are not a developer. Many plugin authors have been born from a dream and not a lick of coding knowledge. I started in this industry primarily because I needed my website to have specific functionality. With no money to pay for it, I just started learning. I even enjoyed the art of programming and built a semi-successful business that I ran for over a decade. It is not some magical skill that only a certain few possess. Anyone can pick up the trade with time and effort.
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If you do not have a developer in your corner, that may just need to be one of the hats you must wear as you kick-start your project. Once you start turning a profit, you can hire out that position.
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I have probably not adequately answered your question. The truth is that anything I have ever done with success has started by connecting with others in the WordPress community. So, I am going to kick this can down to our readers. How would you approach finding the right development partner for a great idea?
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Tue, 31 Aug 2021 23:10:46 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:14:\"Justin Tadlock\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:2;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:79:\"WPTavern: Automattic Acquires Frontity, Founders to Work Full-Time on Gutenberg\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121918\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:201:\"https://wptavern.com/automattic-acquires-frontity-founders-to-work-full-time-on-gutenberg?utm_source=rss&utm_medium=rss&utm_campaign=automattic-acquires-frontity-founders-to-work-full-time-on-gutenberg\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:4928:\"Frontity co-founders Pablo Postigo and Luis Herranz\n\n\n\n
Automattic has acquired Frontity, the company behind an open source framework for building WordPress themes with React. The acquisition comes more than a year after the company raised €1M in funding in a round led by K Fund, with Automattic covering 22%. Frontity co-founders Pablo Postigo and Luis Herranz and their team will no longer be developing and maintaining the framework. Their new focus will be on contributing to the WordPress open source project and improving the full site editing developer experience.
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“After a series of conversations, Automattic offered to sponsor our team to work directly on the WordPress open source project,” Frontity’s founders said in the announcement. “In particular, to contribute our expertise in developer experience, frontend tooling, performance, and UX to the WordPress core itself, instead of doing so only for an external tool.”
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In a separate FAQ document, Frontity clarified that this acquisition does not mean the framework will be merged into WordPress, nor does it mean the team plans to bring React into the WordPress PHP or full site editing themes. The founders intend to apply their expertise to the Gutenberg project full time:
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Even though Frontity is a React framework, it doesn’t mean that we are going to push React to the WordPress frontend. We will look at the Gutenberg and full site editing space to identify those areas in which our work could have the most significant impact, and work closely with the WordPress community to help improve its developer experience.
WordPress is already the best content platform on the web. We want to help it become the best development platform on the web.
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In addition to putting the Frontity team on improving developer experience, Automattic is also investing in other ways that expand its support of the Gutenberg project. The company has recently hired a new head of developer relations who is building out a team tasked with improving the developer experience with Gutenberg and full-site editing. Birgit Pauli-Haack is a new member of that team and Automattic is also sponsoring her curation of the Gutenberg Times publication and the Changelog Podcast.
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Frontity Framework Will Transition to a Community-Led Project
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As the result of the acquisition and the team’s reassignment to working on Gutenberg, Frontity’s founders are transitioning the framework to be a community-led project. The team has prepared to leave the project in “a stable, bug-free position,” with documentation regarding what features they were working on. The framework is used by many companies and agencies, including high profile sites like the TikTok Creator Portal, popular Catholic news site Aleteia, and Diariomotor, a popular Spanish automotive publication.
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“As far as we know, Automattic is not using Frontity Framework in any of its products,” Frontity CEO and co-founder Pablo Postigo said. “But we know there are a lot of Automatticians who have been following our progress closely.
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“We are aware that WordPress VIP does recommend Frontity for decoupled solutions, too. We are sure our experience and knowledge might be of help for this team as well.”
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The departure of Frontity’s founders and team introduces some uncertainty into the future of the framework. When asked if it can survive as a community-led project, Postigo was optimistic but not certain.
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“We still think that Frontity Framework is the best way to run a decoupled WordPress site with React and that this will be the case for a long time,” Postigo said.
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“It is still too early to know what will happen. Frontity has a great community behind it, there are a lot of great projects which are using the framework in production, and there’s also a nice group of really active contributors. We feel really positive about the future of the framework.”
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Tue, 31 Aug 2021 00:47:41 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:13:\"Sarah Gooding\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:3;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:70:\"WPTavern: Announce Your Plugin to the World, Shout It From the Rooftop\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=114661\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:183:\"https://wptavern.com/announce-your-plugin-to-the-world-shout-it-from-the-rooftop?utm_source=rss&utm_medium=rss&utm_campaign=announce-your-plugin-to-the-world-shout-it-from-the-rooftop\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:6075:\"
The easiest way to kill your WordPress plugin is to fail to let the world know about it. If you cannot manage a tweet, blog post, or quick note on Facebook, you may as well sign the death certificate then and there.
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I get it. I have been there. Not everyone is a marketing guru, so putting out the right messaging might seem like speaking in a foreign language. But no messaging at all? That will not bode well for your young project.
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Part of my job is finding plugins and sharing them with the community. Every week, I am on the lookout for that next great idea. Or, at least, a sort-of-good idea. I scour Twitter, regular blogs that I read, and official WordPress directories for plugins and themes. What I like most about writing about our beloved platform is not big business deals or the latest drama. While those pieces can be fun, I am most interested in what people create on top of the software. Whether a large company or an individual builds a new plugin, I am always excited when Monday rolls around. I can begin my search anew.
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Often, I will find a new plugin that looks promising, so I dive into it. I install and activate it. At times, I find something so interesting that I have no choice but to share it. However, most of the time, I need a little push. To understand “the why” behind it. I do a quick check to see if they have written a blog post, tweeted about it, or shared it in some way. More often than not, nothing exists about it other than its listing in the plugin directory. And, reaching out to devs via email is often a hit-or-miss affair.
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When you do not announce your new project to the world, it feels like you are not passionate about it.
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I understand that some people simply hash out an idea and decide to drop it in the plugin directory. They are not in it for glory or even recognition. For them, it is just a piece of code they thought might come in hand for others. But, usage is the lifeblood of software. If no one else downloads, installs, and activates your plugin, can we really call it software?
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Like the proverbial tree falling in the forest, whether it makes a sound is irrelevant if no one is around to hear it.
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I have been mulling over whether to finishing writing this post for months, unsure if I was ever going to hit the publish button. I initially scratched down some notes in early April, attempting to understand why so few go through the trouble of doing any marketing of their plugins. I reached out to Bridget Willard to get insight from someone with a rich history in the marketing world. She had just published How to Market Your Plugin the month before, so the timing made sense.
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However, I still felt too frustrated with the status quo in the WordPress community. A message from a reader wishing that we would mention alternative choices for plugin-related posts prompted me to revisit this. The truth is simple. So many projects fly under the radar because their authors begin and end their marketing by submitting to WordPress.org.
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“Marketing is communication,” said Willard. “At the basic level, you must ‘tell people’ you have a product. The basic minimum is a blog post with social posts on Twitter, Facebook, and LinkedIn. It’s scary to market while you build, but that’s what the automobile industry does (along with others). You have to create the desire for the product — more than fixing a problem.”
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While she tends to focus on products and services, I asked her what developers should be doing regardless of whether their plugins are commercial or free.
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“I advocate with all of my being having a landing page on your main site (not a new site) promoting your plugin — while you’re building it,” paraphrasing from a chapter in her book. “Take signups for beta testers, start email marketing. The blog post is anti-climatic in many ways, and one or two tweets aren’t enough. Even better is to customize the sign-up ‘thank you page’ with something special — a video talking about your goals, for example. It’s not the time to have a tutorial or demo. This is about communicating your vision.
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“The sad thing is that many plugin developers don’t see the need to spend money on a ‘free’ plugin. The axiom is true, ‘it takes money to make money.’ If you want sales, you need marketing. The sale for a free plugin is a download, and those are just as important.”
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Part of me missed the old Weblog Tools Collection era. Every few days, the site would share a post with the latest plugins (themes too) with short descriptions of each. It was an easy win if you had no marketing skills. Developers could submit their new projects, and the team would share them with the community. When I was a young and upcoming developer, it was one of the only ways I knew how to reach folks in the WordPress community aside from pushing stuff from my own blog.
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Today, we have far more avenues for sharing our work via social networking. Of course, the downside is that you have to cut through the noise.
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In the long run, I would like to see an overhaul of the WordPress.org directory, focusing on the discoverability of plugins by feature instead of only popularity. Not all developers are known for their marketing skills. Having a little help from the directory they feed into could make it easier for budding developers to jump from hobby to business.
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Until then, let the world know about your plugin. Even if it seems like you are shouting into the abyss, you may just hear an answer from someone who noticed your passion. If nothing else, let us know about it here at WP Tavern.
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Since Frontity launched their open source framework, they have been making the integration between React and WordPress easier. Their proven drive and experience with clean technological solutions will benefit our efforts as we continue to make the block and theme APIs a joy to use and WordPress the best development platform on the web.
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The next step in the growth of this relationship is for Frontity and its team to join Automattic and contribute to core WordPress.org as part of our commitment to Five for the Future.
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I believe there’s still a lot that we can learn from decoupled systems and we can incorporate those learnings into WordPress itself as we emphasize performance, flexibility, and ease of development. I look forward to Frontity joining WordPress and channeling their efforts into the WordPress APIs, documentation, and Gutenberg’s full-site editing tools.
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Howdy!
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Greetings from Germany, where the weather is moody and federal election campaigns heat up. As the American rule to avoid politics and religion at dinner table discussions doesn’t apply, we have lots to talk about with family and friends we haven’t seen for over two years. You can view my photos, mostly landscapes, on Instagram.
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As mentioned in the last edition, I have fabulous news.
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I am thrilled to announce that on Monday, August 30th, I will start as developer advocate at Automattic. Automattic will also sponsor the Gutenberg Times and the Changelog Podcast.
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To be part of the WordPress developer relations team feels to me like coming home, and I am deeply grateful to Automattic for offering me the position. The best is yet to come for Gutenberg and publishing with blocks. I am elated, to be part of an astonishing team to take the world-wide WordPress community on the next journey.
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Via previous surveys, you shared a considerable amount of great ideas on how to improve the Gutenberg Times, Live Q & As or Changelog Podcast. Now I will have the resources (= time) to implement some of them. We can hold more Live Q & As covering the topics suggested in the surveys, or invite guests to the podcast.
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Share your ideas or comments via email pauli@gutenbergtimes.com or leave a comment below. I want to read them all!
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Now without further ado: There is a heap of links to share with you, after I skipped a week.
Josepha Haden Chomphosy also wrote: “Still, if you’ve been putting off using the block editor, this is an excellent time to give it another shot. Since it first appeared in 2018, hundreds of WordPress contributors have made a lot of updates based on user feedback. You will be pleasantly surprised at how far it’s come!â€�
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On the WordPress Tavern, Justin Tadlock interviewed, core committer, Jonathan Derosiers and has more details on the core team’s approach toward maintaining the plugin beyond 2022.
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“Keeping up with Gutenberg – Index 2021” A chronological list of the WordPress Make Blog posts from various teams involved in Gutenberg development: Design, Theme Review Team, Core Editor, Core JS, Core CSS, Test and Meta team from Jan. 2021 on. Updated by yours truly. The index 2020 is here
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Gallery Block Refactor landed and needs testing
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The Gallery block hasn’t had any significant update since the release in WordPress 5.0. It was clear that a different approach would be needed for the next iteration. Glen Davies spearheaded the Refactor of the Gallery block. The main change was to use the InnerBlock feature to create Galleries as collection of single image blocks.
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This empowers content creators to assign different styles and links to individual images of the Gallery. Although the refactor progressed well, it didn’t make it into WordPress 5.8 as backwards compatibility with the earlier version and migration for existing gallery blocks needed more attention.
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The code changes made it into the Gutenberg plugin and are available via the Experiments section. You can use the Gutenberg Nightly version, or the 11.4 Release Candidate, or wait until Wednesday (Sept 1) for the stable 11.4 release.
In the new Episode of the Gutenberg Changelog #50, Grzegorz (Greg) Ziolkowski and I discuss the preliminary roadmap to WordPress 5.9, Gutenberg 11.3 release and Navigation Screen and Block.
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As mentioned, Gutenberg 11.4 is already in the works. For testing purposes, the release candidate 11.4 RC is available for download. Final release is schedule for Wednesday, September 1st.
The Gutenberg developers working on the Navigation Blocks and Screen met for a Hallway Hangoutto discuss the current issues. (Github Tracking Issue). The goal of the discussion was to identify those that need to be resolved to take the block-based Navigation feature out of the experimental state and get it ready for the merge into WordPress Core, possibly for 5.9 in December. Dave Smith posted links to the recording and relevant issue on the Make/Core blog.
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Building Blocks
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Rich Tabor updated his tutorial How to add and remove Gutenberg block styles with Javascript. “And while it is relatively simple to add block styles using PHP, removing them is not quite as easy — especially block styles added by WordPress core (or any added client-side). Enter JavaScript… and I promise, it’s not as daunting as you might think.”
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Ryan Welcher explains how to request data with the getEntityRecord selector and expands on some details and use cases. Welcher provides a series of query examples and then walks you through the method on how to create a loading state and update the queries.
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Block Editor for site implementors and content creators
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Justin Tadlock explored the new plugin Block Attributes, that empowers users to add attributes to blocks via the advanced section in the sidebar. This is handy when you need to add a click event or aria-labels to blocks. Tadlocks tutorial explain the how:Adding Custom HTML Attributes With the Block Attributes Plugin
Matias Ventura, the ‘spark of Gutenberg’ gave in his post The Theme.json horizon a bird’s-eye view on the broader impact and opportunities the Theme.json file provides for the WordPress ecosystem.
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Tammie Lister shared her fun with group block borders, with instructions on how to control borders via theme.json.
\n\n\n\n\n\n\n\n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Sat, 28 Aug 2021 11:59:11 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:18:\"Birgit Pauli-Haack\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:6;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:104:\"WPTavern: Proposal for Adding Badges and Other ‘Learner Achievements’ to WordPress Profiles\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121902\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:223:\"https://wptavern.com/proposal-for-adding-badges-and-other-learner-achievements-to-wordpress-profiles?utm_source=rss&utm_medium=rss&utm_campaign=proposal-for-adding-badges-and-other-learner-achievements-to-wordpress-profiles\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:5711:\"
In December 2020, WordPress launched its new “Learn” platform with free courses, workshops, and lesson plans. Since then, the Training Team has continued adding more material. The latest proposal is an open discussion for the community on adding participatory badges for completing coursework.
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“I’d like to nail down what kind of thing we would like to see regarding recognising learner achievements on profiles,” wrote WordPress community manager Hugh Lashbrooke in the announcement earlier this month.
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The proposal, which now has a GitHub ticket, includes showing the following on a user’s WordPress.org profile page:
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A course’s completion in the activity stream.
The user’s average grade from Learn WordPress.
A new “Learning” tab for displaying completed courses with dates and the possibility of individual completed lessons, relevant grades, and other learning data.
A new “Learner” badge for anyone who has completed one course.
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Currently, there are only two courses available. “That is changing as we develop new content,” wrote Lashbrooke in the post. “So my hope is that we will have these rewards in place now, and as content is created, the rewards will flow naturally.”
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One downside to the proposal may be publicly showing a user’s grades. “I’d be against showing the learner’s average grade publicly because it could lead to anxiety, stress, etc., and maybe even stop some people from participating in the courses,” wrote Stephen Cronin in the comments. “Eg: ‘What if I only get a C, will anyone take me seriously? Will it harm my chances of getting a job in the WP space?’ etc. Some people will thrive on that sort of competition, some people … not so much. And I feel like we should be as inclusive as possible.”
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Lashbrooke responded that showing grades could be an opt-in feature. However, I would question why it would be necessary to show grades at all. Bragging rights? Maybe. If we could somehow make it shareable via social media, it might be a fun way to get more people to participate.
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Several people in the comments were encouraged by the idea of social sharing. Adam Warner even proposed adding the Learn badges to the oEmbed WordPress block, making it easy for users to share their accomplishments on their sites.
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However, the first step should be to provide badges for completing a course. It is an easy win and could be automated.
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Most user profile badges are for direct contributions to the project, such as writing code or working on a team. However, at least some user-based participatory badges are available already. For example, there is a “Test Contributor” badge for providing feedback on calls for testing.
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One side advantage of a Learn achievement system could be for employers who are looking through an applicant’s history. It may help potential employees show off their competency in specific areas of the WordPress platform.
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Courtney Engle Robertson, Web Design and Developer Advocate at GoDaddy, questioned Matt Mullenweg during 2020’s State of the Word Q&A session on the role of the Learn platform as it pertains to the job market.
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Mullenweg said the first step is organizing the platform and making high-quality educational material available. However, he seemed open to the idea of having a self or administered certification down the line. It would allow people to show that they have completed or tested out of a course.
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“It wouldn’t be a perfect system, but it could be a nice way for people to learn more about WordPress,” he said. “And, hopefully, as they go through, since WordPress is open-source, improve the materials as we go through it, both from the point of view of making it more intuitive or easier to understand and also translating, as well. Because there is a huge demand for WordPress really all over the world now.”
“As someone who hires WordPress professionals, I would love to have a request in the job application to link up their WP profile so we can see competency through that learning platform,” commented Chris Badgett, the founder and CEO of LifterLMS, on the proposal.
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He also agreed with Mullenweg that people should be able to test out of a course. It would not make sense for those who have already acquired specific skills or knowledge to go through the motions of completing coursework they are already proficient in.
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“Creating quizzes or ‘post tests’ in the LMS with a standard minimum passing requirement to earn the achievement badge would help fulfill this,” he said.
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For now, some simple gamification via profile badges could boost participation and, perhaps, get more people involved in contributing to the Learn platform. This could also be the first step toward a WordPress certification system.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Sat, 28 Aug 2021 00:39:44 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:14:\"Justin Tadlock\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:7;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:96:\"Post Status: Post Status Excerpt (No. 22) — Dealing With Developer Overload: Organization\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"https://poststatus.com/?p=85744\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:34:\"https://poststatus.com/excerpt/22/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:3338:\"
We Can Be Organized In How We Multitask.
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In this episode, David and Cory have a conversation about another way to prevent Developer Overload: organization. Cory shares how he benefited from a mentor, while David feels that documentation, commenting code, and following some best practices can help reduce anxiety overall — if you can convince yourself to adopt new habits. This show is worth a listen just for Cory\'s “going on a hike” metaphor.
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Also covered in this episode: Cory encourages David to take the Kolbe A Index test.
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Every week Post Status Excerpt will brief you on important WordPress news — in about 15 minutes or less! Learn what\'s new in WordPress in a flash. ⚡
No matter what you\'re working on with your WordPress website, Sandhills Development has a tool that can help you. Sell digital products with Easy Digital Downloads. Use AffiliateWP as your affiliate marketing solution. Sugar Calendar is event management made easy. And WP Simple Pay is a lightweight Stripe payments plugin. Craft superior experiences with the ingenuity of Sandhills’ plugins.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Fri, 27 Aug 2021 22:13:00 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:12:\"David Bisset\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:8;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:95:\"WPTavern: ACF 5.10 Introduces Block API v2 Support, Block Preloading, and Security Improvements\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121854\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:231:\"https://wptavern.com/acf-5-10-introduces-block-api-v2-support-block-preloading-and-security-improvements?utm_source=rss&utm_medium=rss&utm_campaign=acf-5-10-introduces-block-api-v2-support-block-preloading-and-security-improvements\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:4176:\"
Advanced Custom Fields (ACF) has released version 5.10, the first major release since the plugin was acquired by Delicious Brains. It introduces several new features that were previously experimental, closing out tickets that were started by previous owner Elliot Condon.
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The release enables HTML escaping by default, which helps prevent Cross-Site Scripting (XSS) attacks. It runs content rendered by ACF through the WordPress wp_kses() function. There was a little confusion about how this works and the release post has been updated to clarify:
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“It’s important to note that this only affects content rendered by ACF in your WordPress dashboard or any front-end forms rendered through acf_form(),” Iain Poulson said. “This will not affect field values loaded through API functions such as get_field() and the_field(). We don’t make any assumptions about where you are using your field values within your theme and do not escape to them as a result.”
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Version 5.10 also introduces support for the WordPress Blocks API v2 for ACF blocks. WordPress 5.6 came with a new Block API that makes it easier for theme and plugin developers to style the block content with more consistent results matching the front end. The ACF team has created a Block API v2 help doc with examples that help developers update their blocks and make use of the new block filters included in the update.
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Other features introduced in this release include block preloading turned on by default, a new full-height setting for blocks, opacity support for the color-picker, and many bug fixes. Next up on the roadmap for the plugin is adding WordPress REST API support to ACF field groups.
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“As API-powered JavaScript front-ends become more and more popular in the WordPress space, it’s clear that many of our customers want this functionality included in ACF core,” Poulson said.
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“We also plan to improve the performance of the plugin and work on other quality of life features. Now that our development team has a solid handle on the codebase and the release process, we can start working on these more complicated but long-requested features.”
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Shortly after the acquisition, Delicious Brains representatives published a pinned thread in the forum, clarifying expectations for free support and response times. The official support forum for both free and PRO users can be found at support.advancedcustomfields.com, which is more active than the WordPress.org forums. Since the plugin is more developer-focused, the team is taking a looser approach to support by giving the community a place to help each other:
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We rarely provide support in either forum. The exception is after a major release, when we keep an eye on both forums to spot any problems caused by the release.
The primary purpose of both forums is for people in the WordPress community who are having trouble with Advanced Custom Fields to help each other. Response times can range from a few days to a few weeks and will likely be from a non-developer. We jump in now and then when the description sounds suspiciously like a bug.
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The release of version 5.10 is a good sign that ACF will continue to make progress under its new ownership and a reassuring milestone for the small minority of users who were unsure about the plugin’s future.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Fri, 27 Aug 2021 16:54:58 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:13:\"Sarah Gooding\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:9;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:56:\"WordPress Foundation: do_action Karnataka 2021: A report\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:41:\"https://wordpressfoundation.org/?p=194408\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:71:\"https://wordpressfoundation.org/2021/do_action-karnataka-2021-a-report/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:7769:\"
WordPress Community members in the state of Karnataka, India organized a do_action charity hackathon from 07 to 15 August 2021. The event, which was supported by 12 volunteers, helped create websites for 3 non-profits. do_action Karnataka was held completely online due to the COVID-19 pandemic, and it concluded symbolically on August 15th 2021 — the 75th Independence Day of India. This is the second do_action Hackathon in Karnataka — the first one being do_action Bengaluru, which was held in 2019.
Efforts behind do_action Karnataka kicked off three months prior, in April 2021. N Suresha, Prem Tiwari, UC Riyaz, Sagar Vora, SR Venkatesh, and Yogesh Londhe (myself) from the WordPress Community of Karnataka, joined hands to support local non-profits by helping them build websites. The following non-profits signed up for our hackathon:
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Luv Kush Foster Home: A foster home that aims to care for animals in need
Vridhi Foundation: which aims to support the education of underprivileged children
Peacespark Foundation: Welfare of women and children
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12 volunteers immediately signed up to build websites for these non-profits. Not everyone could participate due to personal challenges related to COVID-19, but the teams worked hard to complete the work within the stipulated time. As a result of all that hard work, two non-profit sites were launched, and one is in the pipeline!
\n\n\n\nA screenshot of the Peacespark Foundation website created by the do_action Karnataka 2021 team.\n\n\n\n
The website of Peacespark Foundation was built by SR Venkatesh (project manager) and Hari Shanker (content writer). Venkatesh collected all the content and the photos from the non-profit, and he was also in constant communication with the team. He also single-handedly designed and developed the website for the team! Since the content manager volunteer could not join on time, Hari stepped in to prepare the content for the site. As a result, the site was ready well within the deadline, and the non-profit was happy and grateful!
\n\n\n\nA screenshot of the Vridhi Foundation website created by the do_action Karnataka 2021 team.\n\n\n\n
N Suresha (project manager), along with Hussna Hussain (content writer) and UC Riyaz (designer) built the website for Vridhi Foundation. Makarand Mane helped with the multilingual translation plugin, the theme, and the required templates. Prem Tiwari set up the site and provided technical support during the development, as well. Together, the team worked in synergy to burn the midnight oil and deliver the site for the non-profit, which formally launched the same in a function at their premises, on August 15th!
\n\n\n\nRepresentatives of the Vridhi Foundation at their website launch event on August 15, 2021\n\n\n\n
Since representatives of Luv Kush foster home were out of the country during the hackathon, they couldn’t collaborate to give the content and the photos for the website. Most of the technical groundwork for their website is done, and it will formally be launched once the non-profit provides content for the teams.
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The hackathon would not be possible without the support of our kind sponsors who provided hosting, domain names, WordPress plugins/themes, and post hackathon support guarantees for all the non-profits. A big thanks to all of them! Our sponsors include:
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Give WP – Who kindly sponsored a premium license for their flagship donation plugin
Yoast – Who kindly sponsored a premium license for their SEO plugin
Themeisle – Who provided premium licenses for their theme
WP Job Openings – Who provided a license for their job board plugin
WPGenius – Who provided a translation plugin, templates, and themes
Prem Tiwari – Who has offered post-hackathon tech support for non-profits
Bluehost India – Who provided hosting and domain names for all three non-profits
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In addition to our sponsors, I wish to thank all stakeholders who helped make our event a grand success — especially our team of passionate volunteers and organizers who battled several personal challenges and a global pandemic to build an ever-lasting online presence for non-profits. Special thanks to the WordPress Foundation for supporting these do_action charity hackathons which empower non-profits across the globe, especially in these tough times.
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As we were wrapping up the event on the final day of the hackathon, I asked our team of organizers and volunteers one question: “Despite all the challenges, would you do this again?� They all answered in one resounding voice: “YES!�
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On behalf of the do_action Karnataka 2021 Organizing team, Yogesh Londhe
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Fri, 27 Aug 2021 05:45:43 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:13:\"Yogesh Londhe\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:10;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:72:\"WPTavern: Adding Custom HTML Attributes With the Block Attributes Plugin\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121857\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:189:\"https://wptavern.com/adding-custom-html-attributes-with-the-block-attributes-plugin?utm_source=rss&utm_medium=rss&utm_campaign=adding-custom-html-attributes-with-the-block-attributes-plugin\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:3791:\"
Earlier this week, websevendev released its fourth WordPress plugin to the official directory named Block Attributes. The extension allows end-users to add any HTML attribute to nearly any block.
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One of the problems with the WordPress editor is that it can be a bit fussy about customizing HTML. Blocks are built on a set of standards, and the markup is supposed to meet those expectations. If something does not fit, users see an invalid markup warning.
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However, there are times when users need to drop in a custom HTML attribute for various reasons. For example, I sometimes need to add a custom data- attribute for working with a bit of JavaScript. Since I know my way around code well enough, I typically write out the HTML in those situations via the Custom HTML block. But, that does not make sense when minor attribute additions are called for.
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WordPress currently allows users to add classes and IDs (called an “HTML anchor” in the admin) to almost every block. It does not allow for direct input of the dozens of other possible attributes that HTML supports. The use cases for the average user are few and far between.
\n\n\n\n
For those scenarios where some users could use the extra feature, the Block Attributes plugin is handy.
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The plugin is straightforward to use. It adds a new field named “Additional attributes” under the Advanced tab of every block. Users can add the attribute name and click the “Add” button. From there, it creates a new field for adding the attribute value.
\n\n\n\nAdding an onclick attribute to a Button block.\n\n\n\n
The plugin also supports multiple attributes. Once you add one, you simply use the same input field to create more.
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For my first test drive, I added a simple onclick attribute with a value of myFunction(). Then, I hopped over to my theme and created that function via JavaScript to output a simple message in the console. Everything looked good under the hood, and it worked.
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HTML view and console with custom JS for a Button block.\n\n\n\n
Most of the use cases I have in mind are for integrating with JavaScript, and this was a simple example of what is possible. There are far more complex things a developer could do with such a feature. That is reason enough to keep this plugin in the toolbox — sometimes you need a wrench instead of a hammer.
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I could also see Block Attributes being used for adding ARIA attributes in other situations where it might aid accessibility.
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Users could add custom styles to a specific block via a style attribute with the plugin. However, unless this is a simple one-off, I would recommend against it. For more advanced use cases, Blocks CSS is a far more suitable plugin. It has a built-in syntax highlighter. Plus, a textarea is friendlier than a one-line text input box.
\n\n\n\n
The only downside to Block Attributes I have seen is upon deactivation. You will see the dreaded “this block contains unexpected or invalid content” message in the editor if you have added any custom attributes. The editor has managed to resolve any issues I have run into with the core blocks.
\n\n\n\nResolving block warning after deactivating plugin.\n\n\n\n
Deactivating the plugin should not affect the front-end output. Because the custom attributes are a part of the HTML markup, they will still be there. The error message should only show in the editor.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Thu, 26 Aug 2021 23:27:06 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:14:\"Justin Tadlock\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:11;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:77:\"WPTavern: WordPress Classic Editor Support Extended for at Least Another Year\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121553\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:199:\"https://wptavern.com/wordpress-classic-editor-support-extended-for-at-least-another-year?utm_source=rss&utm_medium=rss&utm_campaign=wordpress-classic-editor-support-extended-for-at-least-another-year\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:7276:\"
Last week, I reached out to several members of the core WordPress committers to see if we could get an official word on whether Classic Editor support would continue beyond the mere months it seemingly had left to live. I received a semi-official answer but was asked to hold off on publishing for a more detailed and nuanced response.
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Earlier today, WordPress executive director Josepha Haden Chomposy announced the official decision. It was just as expected. The WordPress project would continue supporting the Classic Editor plugin for a while longer.
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“At the time, we promised to support the plugin through 2021 and adjust if needed as the deadline got closer,” she wrote. “After discussing this with Matt [Mullenweg], it’s clear that continuing to support the plugin through 2022 is the right call for the project as well as the community.”
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As of now, classic users have a one-year extension.
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However, the plugin will not suddenly stop working on December 31, 2022. That is merely the current deadline for the “full support” phase. It should continue working well beyond whatever date is set for that support window to close.
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Designer Mark Root-Wiley reached out to WP Tavern via Twitter last week, but others had been asking the same question for a while. For some, they needed to know if they could continue supporting specific client needs. For others, it was a bludgeon to use in conversations for all editor-related things. Whatever the reason, before today, the last word had been from a Make Core post in November 2018.
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“The Classic Editor plugin will be officially supported until December 31, 2021,” wrote core contributor Gary Pendergast in that three-year-old announcement. It was a shock for many at the time, uncertain whether the new block system would meet their needs.
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While three years may have seemed like plenty of time to ditch the classic in favor of the modern WordPress editor, the current stats show that the project still has a few miles yet to go.
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Currently, there are over 5 million active installations of the Classic Editor plugin. I am still waiting for a more specific tally, but no one has provided an answer yet. At best, we think the counter turns over at 10+ million, so we can speculate on the floor and ceiling for possible usage.
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Active installs are not the entire picture either. For example, we have the plugin installed here at the Tavern for legacy reasons but do not use it in our day-to-day work. We can likely disable it altogether. WordPress has no telemetry system for tracking the usage of such features. While the install total will not always make the picture clear, the current number supports the push for continued maintenance.
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“I think it’s important to note that the plugin is not going anywhere,” said core committer Jonathan Desrosiers. “It will continue to be listed on the .ORG repository for the foreseeable future.”
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He pointed out that understanding the next phase of the Classic Editor plugin meant looking into the level of effort required to support it since 2018. The overwhelming majority of the changes in that nearly three-year timeframe have come down to keeping up with:
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Text changes.
Adjustments to prevent warnings/errors and promote consistency across supported PHP versions.
Changes to deprecated action/filter hook calls.
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“It’s been almost three whole years, and the plugin has largely required very little maintenance to continue functioning, and the bulk of maintenance has been to limit warnings and notices in debug logs,” he said.
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The goal of the Classic Editor plugin was to help ease the transition to the block editor. Thus far, there have been eight major WordPress releases since the switch in version 5.0.
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“There’s a theory called the diffusion of innovations that looks to explain how, why, and at what rate new technology spreads,” said Desrosiers. “It separates adopters into several groups based on when they are willing to take the jump: innovators, early adopters, early majority, late majority, and laggards. I truly think that we have seen a good portion of the late majority beginning to move towards using the block editor. This can also be confirmed by the plugin’s install growth, which has been slowing and plateauing this year.”
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He had expected the previous deadline to mark the next stage of the Classic Editor plugin, called the “sunset” phase. It would be a time when the WordPress project moved from full support to encouraging late adopters to transition to the current editor to get the plugin’s numbers down.
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“The context I gave previously shows that, until now, that the level of effort needed to keep the plugin working on newer versions of WP has been pretty minimal,” said Desrosiers of the potential sunset phase. “I expect that pattern to continue thanks to backward compatibility. If any security issues or major problems are encountered, they’ll, of course, be fixed. Any incompatibilities with the plugin and newer versions of WP will be considered on a case by case basis, but little to no time will be put towards bug fixes.”
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However, this sunset phase will have to wait. We will not see it until at least the current support window closes on December 31, 2022. WordPress project leaders will need to reevaluate the plugin’s lifespan at that point.
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The other looming question would be whether core WordPress would move specific pieces of its system to the Classic Editor plugin, such as allowing custom post types to support the old editor or the meta box API.
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“There are no plans at this time to move any of the underlying ‘classic’ parts from core to the plugin,” said Desrosiers. “I’m sure that removing these parts will be evaluated at some point in the future, but when that will be is not clear.”
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Even when official Classic Editor support reaches a hard deadline, it does not mean such a traditional editing experience will cease to exist. Plugins like Disable Gutenberg have promised longer lifespans than the initial support window, and other editor projects will undoubtedly arise if there is wide enough demand.
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“The block editor has come a long way, and I encourage everyone that has not yet given it a second chance (late adopters) to do so,” said Desrosiers. “You may be pleasantly surprised.”
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Wed, 25 Aug 2021 19:56:15 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:14:\"Justin Tadlock\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:12;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:58:\"WordPress.org blog: An Update on the Classic Editor Plugin\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:35:\"https://wordpress.org/news/?p=11149\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:74:\"https://wordpress.org/news/2021/08/an-update-on-the-classic-editor-plugin/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:1581:\"
Before the release of WordPress 5.0 in 2018, the Classic Editor plugin was published to help ease the transition to the new block editor. At the time, we promised to support the plugin through 2021 and adjust if needed as the deadline got closer. After discussing this with Matt, it’s clear that continuing to support the plugin through 2022 is the right call for the project as well as the community.
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Still, if you’ve been putting off using the block editor, this is an excellent time to give it another shot. Since it first appeared in 2018, hundreds of WordPress contributors have made a lot of updates based on user feedback. You will be pleasantly surprised at how far it’s come!
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Big thanks to everyone who has been working on WordPress, Gutenberg, and the Classic Editor plugin. And thank you to every WordPress user and tester who has provided the feedback we need to make the software even better.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Wed, 25 Aug 2021 16:51:41 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:7:\"Josepha\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:13;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:83:\"HeroPress: Never give up on your dreams – Moet nooit jou drome laat vaar nie\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:56:\"https://heropress.com/?post_type=heropress-essays&p=4049\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:130:\"https://heropress.com/essays/never-give-up-on-your-dreams/#utm_source=rss&utm_medium=rss&utm_campaign=never-give-up-on-your-dreams\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:6661:\"
For years and years, I always wanted to do websites. I dabbled in coding with HTML and CSS had one website go live within 3 months, but everybody who has done coding, also know, that it is very time consuming, something as a mom, I don’t have much of. I made the decision to not pursue my dream of website designing. But I never gave up on that dream.
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Right now, I am a 41 mom of two teenagers, ages 17 and 12, I was pretty set in my ways in terms of my career for a very long time. But when getting closer to my 40’s, I knew I wanted more. I knew I had the capabilities for WordPress, but never had to opportunity or given the chance to dabble in it.
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How It All Began
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My journey in Graphic Design started way back in 2003 with Photoshop Version 6 and Coreldraw X3. I loved it right from the start, but knew there was more to graphic design, then just that. Websites was a pretty new thing to me, but always felt intrigued by it.
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Fast-forward to the beginning of 2020, 17 years later with loads of experience in Graphic Design, it was time for a change. There was always this gap, that just couldn’t get filled in terms of my career. Yet, I still remembered my dream. On 3 February 2020, I started a new job, but still in graphics and just before Covid hit our shores. Needless to say, that job turned into a freelance work from home job.
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It was a really rocky period financially, as in freelancing, you get paid for what you do, and it just wasn’t happening.
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In August of the same year, I received a text from someone, wanting to know if I am still available for work, knowing that I don’t know anything about Website/WordPress design. I had a background in HTML and CSS, but not enough. I still got the job, it’s not a high paying salary, but I get to work from home.
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Everything After
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WordPress changed my life in a big way, I don’t know other WordPress designers as I am self-taught. Fortunately, with Google and Youtube, as well as some connections made with the new job, my journey in WordPress started.
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I have designed 4 websites that I maintain, with another one that is under construction as well as one or two more in the pipeline.
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I asked a lot of questions when all this happened, like why did this happen?
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Why did it have to be me? A year later, I know the answer. I had to go through some struggles to really learn the value of what we have, it’s not how much you have, but what you have. At the moment, I work from home and absolutely love what I do.
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If there is one lesson to be learnt from my story, don’t give up on your dreams, you are never too old to achieve that dream and be really good at it.
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Moet nooit jou drome laat vaar nie
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Vir jare en jare wou ek altyd webwerwe doen. Ek het begin om met HTML en CSS te kodeer, het een webwerf binne 3 maande gehad, maar almal wat kodering doen weet dat dit baie tydrowend is, iets wat ek as ‘n ma, nie veel van het nie. Ek het die besluit geneem om nie my droom van webwerf-ontwerp na te streef nie. Maar ek het nooit die droom opgegee nie.
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Huidiglik, is ek is ‘n 41 jarige ma van twee tieners, hulle is 17 en 12 jaar oud. Ek was baie lank gevestig in my loopbaan. Maar hoe nader ek aan my veertigerjare gekom het, het ek geweet, ek wou ek meer hê. Ek het geweet dat ek die vermoëns vir WordPress gehad het, maar ek het nooit die geleentheid gehad of was nooit geoffer om dit te gebruik nie.
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Hoe dit alles begin het
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My reis in grafiese ontwerp het al in 2003 begin met Photoshop weergawe 6 en Coreldraw X3. Ek was van die begin af mal daaroor, maar ek het geweet dat daar meer aan grafiese ontwerp was, dan net dit. Webwerwe was vir my ‘n redelike nuwe ding, maar ek was altyd daarin gefassineer.
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Spoed vorentoe na die begin van 2020, 17 jaar later en met baie ervaring in grafiese ontwerp, dit tyd vir ‘n verandering. Daar was altyd hierdie leemte wat in my loopbaan net nie gevul kon word nie. Tog onthou ek nog my droom. Op 3 Februarie 2020 het ek ‘n nuwe werk begin, maar nog steeds in grafies en net voor covid ons oewers getref het. Nodeloos om te sê, die werk het verander na ‘n vryskutwerk wat van die huis af gedoen was.
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Dit was finansieel ‘n baie rotsagtige periode, met vryskut werk, word jy betaal vir wat jy doen, ek het gesien, dit gaan nie werk nie.
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In Augustus van dieselfde jaar het ek ‘n whatsapp van iemand ontvang wat wil weet of ek nog beskikbaar is vir werk. In die wete dat ek niks weet van webwerf of WordPress – ontwerp nie. Ek het ‘n agtergrond in html en css gehad, maar dit was nie genoeg nie. Ek het nog steeds die pos gekry, dit is nie ‘n hoë salaris nie, maar ek werk van die huis af.
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Alles Daarna
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WordPress het my lewe grootliks verander, ek ken nie ander WordPress ontwerpers nie, aangesien ek myself geleer het. Gelukkig, met Google en Youtube, asook ‘n paar verbintenisse met die nuwe werk, het my reis in WordPress begin.
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Ek het vier webwerwe ontwerp wat ek onderhou, met nog een wat gebou word, asook nog een of twee wat in die pyplyn is.
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Ek het baie vrae gevra toe dit alles gebeur het, soos hoekom het dit gebeur?
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Waarom moes dit ek wees? ‘n Jaar later weet ek die antwoord. Ek moes bietjie sukkel om werklik die waarde van wat ons het te leer, dit is nie hoeveel jy het nie, maar wat jy het. Op die oomblik werk ek tuis en hou absoluut van wat ek doen.
\n
As daar een les uit my verhaal is om te leer is, moenie moed opgee om jou drome te volg nie; jy is nooit te oud om die droom te verwesenlik nie.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Wed, 25 Aug 2021 06:01:00 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:9:\"Pam Woest\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:14;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:61:\"WPTavern: Google Search Completes Rollout of Link Spam Update\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121791\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:167:\"https://wptavern.com/google-search-completes-rollout-of-link-spam-update?utm_source=rss&utm_medium=rss&utm_campaign=google-search-completes-rollout-of-link-spam-update\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:3293:\"
Google announced today that it has completed its rollout of the link spam update, which was started a month ago. In an effort to combat sites using spammy links to manipulate rankings, the search engine has developed more effective ways to identify and nullify link spam across multiple languages. The update took a couple weeks longer than anticipated but the algorithmic changes that re-assess the ranking of improperly qualified links has now been fully rolled out.
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Commercial linking can be differentiated from link spam by specifying the appropriate rel attribute. For example, affiliate links must be identified to the search engine by rel=”sponsored” in order to not trigger any negative effects from the most recent update. Website owners and content creators should be aware of the search engine’s requirements when publishing affiliate links or sponsored/guest posts. While it is appropriate and ethical to disclose commercial links in the content of the post, this is no longer sufficient for Google.
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A post on the Google Search Central blog warns that this update carries a more strict response for sites that do not properly qualify commercial links:
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When we detect sites engaging in either publishing or acquiring links with excessive sponsored and guest posting without proper link tags, algorithmic and manual actions may be applied, similar to affiliate links.
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WordPress users who rely on plugins to manage sponsored and affiliate links will want to check to ensure they support the proper tagging for commercial links. Pretty Links, a link management and tracking plugin used by more than 300,000 WordPress sites, added support for the sponsored rel tag in version 3.1.0, along with sponsored toggle support in the block and TinyMCE editors. ThirstyAffiliates, another popular plugin active on more than 40,00 installs, has a global setting for adding rel attribute tags to links, which can also be adjusted on a per-link basis.
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The are many other affiliate link management, tracking, and cloaking plugins out there that may not have been updated with settings for easily designating relattributes in links. Those who do not want to have negative effects from the link spam update may need the ability to bulk update their links to comply. If you rely on a link management plugin, it’s a good idea to check the plugin’s settings, and alternatively the plugin’s changelog, to see what features are supported.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Wed, 25 Aug 2021 04:00:26 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:13:\"Sarah Gooding\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:15;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:44:\"WPTavern: Why Did You Start Using WordPress?\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121794\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:131:\"https://wptavern.com/why-did-you-start-using-wordpress?utm_source=rss&utm_medium=rss&utm_campaign=why-did-you-start-using-wordpress\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:5067:\"\n\n\n\n
If there was a question that ever made me start feeling old, it might be this one. Last week, Marcel Bootsman asked via Twitter, “Why did you start to use WordPress?”
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WordPress community members chimed in with all sorts of reasons for hopping aboard, and Jeff Chandler of WP Mainline shared his journey on his site. These are the sort of discussions of nostalgia that I live for. What follows is my story.
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I began blogging in 2003. A friend had introduced me to a now-defunct service called Expage. We mostly used it similarly to the early Myspace craze, adding things such as shout-outs to friends, random GIFs, scrolling marquee text, and midi files that blared as soon as a visitor landed on the page. But, I soon began learning how to link together multiple “Expages” (you only got one page), eventually building something of a journal.
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After realizing the limitations of creating multiple accounts and passwords for different pages, I found Yahoo! GeoCities. After a short-lived stint with the service and being stifled by its roadblocks, I soon upgraded to a web hosting plan offered by Yahoo! with full PHP support. That meant I could do dynamic things like having multiple text files to store my blog post entries.
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Thus, began my journey into building my own blogging system. Over the next couple of years, I kept my online journal open to the world with what felt like duct tape and old-fashioned grit. I tried WordPress at some point along the way and took a dive into PHP-Nuke and a couple of others. I then jumped back to my own system. I knew just enough PHP to be a flashing beacon for hacker-bots to push those little blue pills if they had ever bothered looking in my direction. Of course, my blog was so obscure that its glaring security holes did not register on any radar.
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It was a week after I turned 21. On May 8, 2005, I had decided to get serious — yet again — about fixing my digital playground of a website. I would ditch any efforts of moving everything over to WordPress or another CMS. I was a lone wolf and was going to trek into the world wild web with nothing but my existing knowledge and instincts.
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It was a fun era on the web for me. I was also a college student with an ever-changing list of interests, often varying by the day. Building a custom blogging system has never been an easy feat, and managing it all through plain text files had become a burden.
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A mere five days later, I caved on my dream of managing a custom platform, but I needed to do so for my own sanity.
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I simply began using WordPress because it made it easy to manage blog posts.
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There were no special features like the editor, custom post types, or anything else that has brought so many others to the project. It was simply having a nicely organized posts management screen and the output of those posts on the front end. Relative to other systems at the time, it was also easy to install.
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At the time, I probably did not think much of it. It was just another project in a line of others that I had tested, but I am happy I took the leap. WordPress has given me a career and, often, a purpose in life. It allowed me to grow as a developer, designer, and writer.
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It may be blasphemy to say such things in WordPress circles, but my personal blog no longer runs on our beloved platform. After all these years, I have come full circle. My original goal was to build a flat-file blogging system, even though I did not know there was a name for such a thing back in the early-to-mid 2000s. I also did not have the requisite knowledge to build it at the time. However, in 2018, I coded my own system from scratch, and I loved every minute of that initial build. In part, I had a new project to tinker with, but it also carried a bit of the nostalgic factor of re-pioneering my early foray into the web.
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While a custom blogging platform works for my own purposes, it makes me appreciate WordPress even more. It is hard to understand how much work goes into something as seemingly simple as the front-end architecture until you build it from the ground up. And, let us just skip over any talk of creating a secure and accessible admin interface that is user-friendly.
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For any serious endeavor, WordPress is still my go-to solution — my personal site is a playground where I can afford to break things, after all. After our 16-year relationship, I do not see that changing at any point soon. As always, something exciting is around the corner. The platform keeps me on my toes, and I cannot imagine a world without it.
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How or why did you begin using WordPress?
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Tue, 24 Aug 2021 23:40:01 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:14:\"Justin Tadlock\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:16;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:66:\"WPTavern: Gallery Block Refactor Expected To Land in WordPress 5.9\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121711\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:177:\"https://wptavern.com/gallery-block-refactor-expected-to-land-in-wordpress-5-9?utm_source=rss&utm_medium=rss&utm_campaign=gallery-block-refactor-expected-to-land-in-wordpress-5-9\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:4838:\"
Last week, a GitHub pull request I had been watching since October 2020 on the Gutenberg repository was finally merged into the codebase. It changes the structure of the WordPress Gallery block to be a container for nested Image blocks. The new format is expected to land in WordPress 5.9.
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For those who want to begin testing it early, it should ship with Gutenberg 11.4 next week. However, you can grab the nightly test version from Gutenberg Times to see it in action now. To use the new Gallery format, you must enable it from the Gutenberg > Experiments admin screen.
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“If you have ever added a custom link to an image block and then tried to do the same on a Gallery image, you will understand the frustration and confusion of not having consistency between different types of image blocks,” wrote Glenn Davies in the refactor announcement post. “This inconsistency is because the core Gallery block stores the details of the included images as nested <img> elements within the block content. Therefore, the images within a gallery look and behave different from images within an individual image block.”
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At the surface level, the Gallery block refactor does not change much for many users. They will still add images to galleries as they have for years. However, for more advanced usage, it opens a world of possibilities.
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One oft-requested feature is the ability to add links to individual images in galleries. In the past, users could only link to attachment pages or the media file itself. Both options applied to all images. With the most recent change, users can modify each Image block, including customizing its link.
\n\n\n\nAdding a link to an Image block within a Gallery.\n\n\n\n
While this allows for handling something as simple as links, there is so much more that users could do.
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In a theme that I have been building, I have a custom Gallery block style that allows users to create a group of images with a Polaroid-style frame around them. It is something fun for folks who do not want the all-business-all-the-time look. Sometimes, I like to throw in a bit of whimsy.
\n\n\n\nPolaroid-style frame for galleries.\n\n\n\n
The problem with that block style is that it does not go far enough. For example, I also have Tilted Right and Tilted Left styles for individual Image blocks. However, users are unable to apply those within a Gallery. It would be easy to make those available to the entire set or randomize different “tilt” styles. However, the ideal method would be to control the design at the Image level.
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The same is true for other options. Users could do something fun like add block styles and mix in custom colors, borders, and more.
\n\n\n\nColored Polaroid-style frames with different “tilts.”\n\n\n\n
There are other fun things users might be able to do, such as alternating square and rounded styles:
\n\n\n\nAlternating square and circle images.\n\n\n\n
The new structure may not be without some issues early on. WordPress will likely continue supporting the old format for a while for backward compatibility. All new Gallery blocks will be in the new. However, core should eventually automatically transform the old markup over.
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Theme authors who have added custom CSS will be those with the most potential work ahead. Attempting to support both the new and old markup could be an exercise in frustration. The new Gallery block has broken output with my custom theme — margins and widths are off.
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All styles for the new format begin with, at least, .wp-block-gallery.blocks-gallery-grid.has-nested-images. This will likely overrule custom theme styles. I have yet to figure out the obsession with chaining selectors in the core code. It creates a ton of code bloat and forces theme authors into a specificity battle. I am hoping this gets dialed back a bit. Either way, theme authors have plenty of time to test and implement any fixes if needed.
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In the long term, I am excited about the potential of breaking away from the idea of just adding images to galleries. For example, I would love to see a grid option for something like the following:
\n\n\n\nGallery with quote.\n\n\n\n
Nesting a quote in the middle of my image gallery could be a fun block pattern idea that does not rely on a mishmash of stacked Column blocks. We will see what the future holds.
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For now, turning Gallery blocks into containers is a welcome step.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Tue, 24 Aug 2021 00:37:21 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:14:\"Justin Tadlock\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:17;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:69:\"WordPress.org blog: WP Briefing: Episode 15: A Very WordPress Blooper\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:53:\"https://wordpress.org/news/?post_type=podcast&p=11146\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:71:\"https://wordpress.org/news/2021/08/episode-15-a-very-wordpress-blooper/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:8912:\"
Ever wonder what it’s like behind the scenes of WP Briefing? Listen in on this episode for a little levity and Josepha’s bloopers.
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Have a question you’d like answered? You can submit them to wpbriefing@wordpress.org, either written or as a voice recording.
Hello, everyone, and welcome to a bonus briefing. Normally I talk to you about WordPress and stuff, but I figured that we all need a little levity in our lives right now. So today’s episode is actually just a series of bloopers and mistakes that I’ve made while recording. When I was preparing for this podcast, no one mentioned the deep weirdness of standing alone in your closet talking to yourself, nor did they realize just how lost I can get in the surpassingly, lovely lyricism of a lilting line, and then just have no idea what I’m supposed to be reading in the script that I wrote for myself. So, my dear friends, I hope these bring you a little laugh. And if we’ve got any luck at all, you may also hear me singing to myself, my computer, or about how terrible my talking just was. Here we go!
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Josepha Haden Chomphosy 01:12
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Hello, everyone, and welcome to a bonus briefing. I know I wasn’t going to sit boop, boop.
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Josepha Haden Chomphosy 01:21
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I messed up the thing where I’m talking about how I mess up, of course. I’m going to do it one more time, and you can choose whatever is a reasonable thing there.
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Josepha Haden Chomphosy 01:33
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Because we had such a lengthy WP Briefing, WordPress, I’m going to just start that over again. Sorry, everyone.
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Josepha Haden Chomphosy 01:42
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My friends. Oh, no. I don’t know how I end my own show. How do I end my own show? There we go. Sorry.
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Josepha Haden Chomphosy 01:52
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That was a weird way to say that. I’m going to start over again from the transition. And then we’re just going to go straight through to the end. Maybe.
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Josepha Haden Chomphosy 02:03
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The names that… I sound weird. I sound like I don’t know what my words are. And I said I wrote the words. I said I was all going to go in one go, and I’m a liar today. Okay, here we go. For realsies!
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Josepha Haden Chomphosy 02:16
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Final first last take. Here we go. Sorry, I made myself laugh.
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Josepha Haden Chomphosy 02:22
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Matt Mullenweg. And, and I, I’m also in that group. I don’t know why I said that like it was a surprise. I have me too. I’m also in there.
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Josepha Haden Chomphosy 02:33
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Ugh, I ran out of air. For reasons, it was a short sentence. I don’t know why I ran out of air.
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Josepha Haden Chomphosy 02:43
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Coming out on April 14. That’s not true. It’s April 13. Right?
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Josepha Haden Chomphosy 02:50
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On the form below to share the. Pfft – what are the things!
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Josepha Haden Chomphosy 02:58
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This is WP Briefing episode seven, no title because I don’t know what to call it because I gave it a title already. I gave it two titles, and then couldn’t remember why I gave it those titles. So I’ll come up with a title before we publish it. But I also have no idea what it is. I’m going to ask for help.Â
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Josepha Haden Chomphosy 03:17
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Testing project since I have too many commas, and I really believed in my comma when I said it.Â
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Josepha Haden Chomphosy 03:24
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Prior to Gutenberg… pfft. Open source software like WordPress. I was going to smash that sentence into half a sentence. I was going to say when you know what you’re workussing on you have a solution which is not my friends of thing. So, I am just going to say the sentence again.Â
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Josepha Haden Chomphosy 03:47
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I was sitting over here wringing my hands for some reason during that entire list. And so if you can hear me wringing my hands, which would be a whole new height of anxiety for anyone, you let me know, and I will rerecord that also.
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Josepha Haden Chomphosy 04:00
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Get a concept of. Nope, this is a lie. Get a concept of where to get your tickets is the silliest thing. I’m starting over from the small list of big things. Also, because I got too excited about how big my list is. I am going to get that excited again. But I will try not to shout about it.
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Josepha Haden Chomphosy 04:17
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“Humming intro song” Dun dun dun dun dun.
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Josepha Haden Chomphosy 04:23
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Sorry, I had to scroll up, and I try not to scroll up when I’m talking in case maybe my whole computer turns into a microphone. Sorry, I’m just going to keep going because this has been a fine take so far.
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Josepha Haden Chomphosy 04:34
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Mercy! I have words that I can say with my mouth. They aren’t these words today. It seems.
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Josepha Haden Chomphosy 04:45
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Build up to… Oh my goodness. My stomach grumbled, and this microphone, I know, picked it up. And so I’m going to redo bullet two so that we don’t just have a small monster under the bed in the middle of the podcast.
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Josepha Haden Chomphosy 05:03
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Also, like DEI, I feel s—Eh – maybe I should say, DEI, somewhere in there, so it’s clear for people cause I’m talking to people and not actually a screen.Â
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Josepha Haden Chomphosy 05:17
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Before I joined the WordPress project, the majority of my work with accessibility was in the context of the digital divide. Now, when talking about the digital divide, there are three concepts around quote-unquote, getting things to people. And those concepts are… I guess I could say the thing, hold on one second, I can do it. I feel like I’m chopping up my words like I’m not really breathing very well. So I apologize. But here we go again.
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Josepha Haden Chomphosy 05:58
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Don’t include that one. Sorry, I’m so nervous about this episode that, like, my mouth is getting dry, and I worry that you can hear it, and it drives me nuts every time I hear podcasters with a dry mouth, and you can just like hear it clicking and always stresses me out. I’m like, someone should give that poor thing a drink of water. And I just know I’m going to feel that way about myself later. And so I’m trying to stay hydrated, but it also means that I have to stop every two paragraphs and take a drink of water. I apologize for that interlude. I am about to start again, at my next section, which is like, halfway through.
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Josepha Haden Chomphosy 06:39
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Also, I learned that you can hear me swallowing my water with this microphone because it is a spectacular microphone. And so, I apologize for that as well. All right. Here I go. I’m going to do it all in one take. Watch me.
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Josepha Haden Chomphosy 06:56
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But I also have questions, especially about how to move everything forward. Mm-hmm. Whoops. I put especially in the wrong spot. But I also thought…
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Josepha Haden Chomphosy 07:10
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 Ta da, we did it. Gosh, that’s a short one.Â
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Josepha Haden Chomphosy 07:16
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I did it. Where’s my where’s my turning offing button.
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Josepha Haden Chomphosy 07:22
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Tada! And scene and done.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Mon, 23 Aug 2021 22:14:41 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:15:\"Chloe Bringmann\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:18;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:72:\"Akismet: Version 4.1.11 of the Akismet WordPress Plugin is Now Available\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"http://blog.akismet.com/?p=2120\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:100:\"https://blog.akismet.com/2021/08/23/version-4-1-11-of-the-akismet-wordpress-plugin-is-now-available/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:653:\"
Added support for Akismet API usage notifications on Akismet settings and edit-comments admin pages.
\n
Added support for the deleted_comment action when bulk-deleting comments from Spam.
\n
\n
To upgrade, visit the Updates page of your WordPress dashboard and follow the instructions. If you need to download the plugin zip file directly, links to all versions are available in the WordPress plugins directory.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Mon, 23 Aug 2021 18:05:28 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:10:\"Josh Smith\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:19;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:93:\"WPTavern: WordPress Contributors Actually Do Listen to Feedback and Engage With the Community\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121727\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:231:\"https://wptavern.com/wordpress-contributors-actually-do-listen-to-feedback-and-engage-with-the-community?utm_source=rss&utm_medium=rss&utm_campaign=wordpress-contributors-actually-do-listen-to-feedback-and-engage-with-the-community\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:5622:\"
I am a writer. That gives me a license — not to be overused — to steer into hyperbole once in a while. I get to be critical, sometimes overly, because I can come back the next day and shower the WordPress project with praise. Perhaps, at times, I forget to be as fair or kind as I should be. Maybe I miss the mark when pointing out faults once in a while. I am sometimes simply wrong (as one reader recently pointed out, that was the case with 90% of what I wrote). And, for those times that I do step out of bounds, I am sorry.
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However, it always comes from a genuine love of our community and loyalty to the WordPress mission.
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I had planned on writing about an upcoming feature change for WordPress today, but something more pressing came up. As I was working through that article, a new comment landed in my inbox for approval. It was on the borderline, that gray area where I had to determine whether it added enough value to the discussion. I felt like it needed a thoughtful reply and not the knee-jerk reaction I had initially written. It was gnawing at me because I knew few things could be further from the truth:
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When Matias and Justin respond to comments and ask the commenters to supply more details about the problems they mentioned, I doubt many will do that, since many of us already know that the WordPress developers don’t listen to us. They maybe pretend to listen, but the evidence shows that they do not. As one other commenter mentioned, we are suffering the tyranny of the minority.
It is disheartening when I see comments that state that the core contributors do not listen to users. However, I do understand where some of that sentiment may come from. There have been many pet features I have been passionate about that have never gotten the green light. Tickets that seemingly die out from lack of interest. Unresolved disagreements. It can become easy to think that you are shouting into the void.
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However, it is not because developers are not listening. That is not a fair statement to make.
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In my line of work, I follow nearly every aspect of the WordPress project. From Trac tickets to GitHub pull requests, from business acquisitions to theme development, I tend to dabble in a bit of it all.
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More often than not, I see others who care as deeply about the project as I do. I watch the core/inner developers — the folks who do the bulk of the work — gather and act upon as much feedback as possible. I see the same from people who are less in the public spotlight but just as vital to the community. Everything I see stands as overwhelming evidence that they listen. There is so much engagement on GitHub, Slack, and the Make blogs that I cannot keep up with it all.
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Matías Ventura, the Gutenberg project lead, has always been approachable and seems to care deeply about the project’s success. I cannot recall ever reaching out to anyone working on WordPress who did not respond, even when I approached them outside of my role as a writer for WP Tavern.
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I am amazed at how much time and energy Anne McCarthy puts into the FSE Outreach Program. Mostly, it is because I do not think I could do that job. For every complaint, criticism, or issue I have mentioned, she has dug up an existing ticket or filed a new one. She routinely does this for everyone who provides feedback on FSE.
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I could list name after name after name of others who do the same, going above and beyond their typical roles.
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Today, I was reminded that we all — including myself — sometimes need to step back and evaluate how we view this project and the people who are working on it.
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Thousands of people contribute code, documentation, design mockups, translations, and much more. There are plugin authors who see a problem they want to solve. Developers who figure out how to do something and write a tutorial. This, still, is barely scratching the surface.
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Contributing directly to the core project or being involved with the Make WordPress teams is often a thankless job. But, I am happy that so many are willing to bear the brunt of the criticism and continue working.
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Not everything we want will be implemented how or when we want it. Developers must balance each new feature or change against different, often conflicting, feedback. They do not always make the “right” call, but the best thing about software is that you can iterate upon it, bettering the platform from feedback on the earlier implementation.
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Sometimes, WordPress simply needs more folks contributing to create a new feature or implement a change. Developers are only human.
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We are all riding this ship together. We should strive to be kind and fair, avoiding blanket statements of the people who pour their hearts and souls into the project.
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If nothing else, let’s take folks at their word when they ask for more details about a problem. That could very well be the first step in actually finding a solution.
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Before stepping off my soapbox, I want to simply say one thing to those who contribute in any capacity to the WordPress project: thank you.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Sat, 21 Aug 2021 00:51:01 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:14:\"Justin Tadlock\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:20;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:58:\"WPTavern: Get Your Free Tickets to WordCamp US Online 2021\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121549\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:161:\"https://wptavern.com/get-your-free-tickets-to-wordcamp-us-online-2021?utm_source=rss&utm_medium=rss&utm_campaign=get-your-free-tickets-to-wordcamp-us-online-2021\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:3259:\"
WordCamp US 2021 will be held online this year on October 1. The free, one-day event will be packed with speaker sessions, workshops, and networking opportunities for attendees.
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Organizers opened the call for speaker nominees earlier this month to speak on topics within the scope identified for this year: Connection, Contribution, and Inspiration:
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We want to hear about unsung heroes doing great things with the latest WordPress releases, about successful businesses that could only have happened with WordPress, educators who are using WordPress with their students, and inspirational stories of community and connection. We also want to hear about innovative technology implementations and cutting edge design methods that can inspire site owners to do even more with WordPress.
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The themes seem to be centered around the kinds of the stories one might hear at an in-person WordCamp around a meal, all of the organic connection that WordPress enthusiasts around the world have craved for the past 18 months. It’s impossible to recreate online but the event’s organizers are committed to spotlighting stories that will “help WordPress users find success with WordPress no matter how they use it.”
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The deadline to nominate speakers has passed, but those who were nominated can find a list of recommended topics on the talk submission page. Recommendations include block development, making and using block patterns, FSE (full site editing), why companies should prioritize open source contribution, inspiring WordPress stories, entrepreneurship, marketing, e-commerce, SEO, and more.
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Organizers seem set on bolstering the community during this difficult year of mostly online-only events. The talk submission page encourages speakers to find topics that will help users be successful on their journeys with WordPress:
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As our goals with programming this year aim towards creating content that will help WordPress users become more successful with the platform, your first submission could ideally be focused on teaching users something they didn’t know when they signed on for WordCamp US 2021. We want to ensure that the content covered at this year’s WCUS is memorable and shared, ensuring that, no matter if online, in-person or hybrid, all future WCUS events are seen as those not to be missed.
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The deadline to submit talk ideas is August 22 and prospective speakers are limited to three ideas. Organizers receive hundreds of submissions every year (more than 500 in both 2018 and 2019) and speakers are encouraged to send only their best ideas. Selected speakers will be contacted by August 27 and announced August 31. All sessions will be recorded prior to the event and recorded talks are due September 23.
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Tickets for WordCamp US went on sale this week. They are free but you must sign up on the registration page for your entrance pass.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Sat, 21 Aug 2021 00:49:43 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:13:\"Sarah Gooding\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:21;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:134:\"WPTavern: Jeremy Keith Resigns from AMP Advisory Committee: “It Has Become Clear to Me that AMP Remains a Google Product�\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121664\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:281:\"https://wptavern.com/jeremy-keith-resigns-from-amp-advisory-committee-it-has-become-clear-to-me-that-amp-remains-a-google-product?utm_source=rss&utm_medium=rss&utm_campaign=jeremy-keith-resigns-from-amp-advisory-committee-it-has-become-clear-to-me-that-amp-remains-a-google-product\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:7667:\"
Jeremy Keith, a web developer and contributor to the web standards movement, has resigned from the AMP Advisory Committee. Keith was selected for the committee last year, despite his well-documented criticisms of the AMP project. In his resignation email, he cites Google’s control of the project and its small percentage of open source parts as reasons for his growing resentment:
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I can’t in good faith continue to advise on the AMP project for the OpenJS Foundation when it has become clear to me that AMP remains a Google product, with only a subset of pieces that could even be considered open source.
If I were to remain on the advisory committee, my feelings of resentment about this situation would inevitably affect my behaviour. So it’s best for everyone if I step away now instead of descending into outright sabotage. It’s not you, it’s me.
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During his time with the committee, Keith worked on defining what AMP is and pushing for clarification on whether the project encompasses more than just a collection of web components. The Google-controlled AMP cache and validation aspects of the project were the most concerning in evaluating his continued participation. Although the AMP Validator is open source, the rules for validation are controlled by Google:
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I was hoping it was a marketing problem. We spent a lot of time on the advisory committee trying to figure out ways of making it clearer what AMP actually is. But it was a losing battle. The phrase “the AMP project” is used to cover up the deeply interwingled nature of its constituent parts. Bits of it are open source, but most of it is proprietary. The OpenJS Foundation doesn’t seem like a good home for a mostly-proprietary project.
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When AMP joined the OpenJS Foundation in 2019, skeptics hailed the transfer as “mostly meaningless window-dressing.” What Keith witnessed during his time with the advisory committee lends credit to these early doubts about AMP being able to gain independence from Google:
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Whenever a representative from Google showed up at an advisory committee meeting, it was clear that they viewed AMP as a Google product. I never got the impression that they planned to hand over control of the project to the OpenJS Foundation. Instead, they wanted to hear what people thought of their project. I’m not comfortable doing that kind of unpaid labour for a large profitable organisation.
Even worse, Google representatives reminded us that AMP was being used as a foundational technology for other Google products: stories, email, ads, and even some weird payment thing in native Android apps. That’s extremely worrying.
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Keith’s experience echoes some of the claims in the ongoing antitrust lawsuit against Google, led by Texas Attorney General Ken Paxton and nine other state attorneys general. The complaint states that the transfer of the AMP project to the OpenJS Foundation was superficial:
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Although Google claims that AMP was developed as an open-source collaboration, AMP is actually a Google-controlled initiative. Google originally registered and still owns AMP’s domain, ampproject.org. In addition, until the end of 2018, Google controlled all AMP decisionmaking. AMP relied on a governance model called “Benevolent Dictator For Life” that vested ultimate decision-making authority in a single Google engineer. Since then, Google has transferred control of AMP to a foundation, but the transfer was superficial. Google controls the foundation’s board and debates internally [REDACTED].
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Keith was originally inspired by fellow dissenter Terence Eden to join the committee in hopes of making a difference. Eden eventually resigned from the committee in December 2020, after concluding that Google has limited interest in making AMP a better web citizen:
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“I do not think AMP, in its current implementation, helps make the web better,” Eden said. “I remain convinced that AMP is poorly implemented, hostile to the interests of both users and publishers, and a proprietary and unnecessary incursion into the open web.”
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Three days after Keith’s resignation, the foundation published a post titled, “An update on how AMP is served at the OpenJS Foundation.” The post seems to address Keith’s impression that Google does not intend to hand over control of the project.
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“When the AMP project moved to the OpenJS Foundation in 2019, our technical governance leaders shared a plan to separate the AMP runtime from the Google AMP Cache, and host the AMP runtime infrastructure at the vendor-neutral OpenJS Foundation,” OpenJS Foundation Executive Director Robin Ginn said. “OpenJS is happy to report that this complex task of re-architecting the AMP infrastructure is making tremendous progress thanks to input and guidance from the AMP Technical Steering Committee (TSC) and AMP Advisory Committee, as well as thanks to the AMP Project and OpenJS teams for coming together despite the work and life challenges that were sometimes faced during the pandemic.”
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The statement reiterated AMP’s status as an open source project multiple times. Ginn did not elaborate on the “tremendous progress” but did announce a new development – the decision to be more hands-on in hosting AMP infrastructure.
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“What’s new is that after disentangling the AMP runtime from the Google AMP Cache, the OpenJS Foundation will manage the servers that deliver the AMP runtime files (the download server and the CDN),” Ginn said. “As planned, the OpenJS Foundation has been involved in the implementation of hosting the CDN and has been spending additional time to fully understand the technical requirements.”
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The OpenJS blog had not communicated any updates on the AMP project for nearly a year. While this post seems like a reaction to the news of Keith’s resignation, it publicly confirms that the teams are still working on the infrastructure transfer. In the end, this may not be enough to convince critics that AMP is not simply a Google product with a fancy affiliation designed to make it more appealing to detractors. So far, the project’s new home at the OpenJS Foundation has done little to bolster public opinion in the face of allegations that identify AMP as having an important role in Google’s anti-competitive practices.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Fri, 20 Aug 2021 17:07:52 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:13:\"Sarah Gooding\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:22;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:69:\"WPTavern: Second Annual WPMRR Virtual Summit To Kick Off September 21\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=119705\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:183:\"https://wptavern.com/second-annual-wpmrr-virtual-summit-to-kick-off-september-21?utm_source=rss&utm_medium=rss&utm_campaign=second-annual-wpmrr-virtual-summit-to-kick-off-september-21\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:6885:\"
WPMRR is gearing up for its second annual WPMRR Virtual Summit after the success of last year’s event. This year’s online-only conference will run from September 21 – 23. WPMRR and WP Buffs founder Joe Howard is hosting the event alongside guest host Brian Richards, the organizer behind WordSesh and WooSesh.
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The event is free to attend for everyone. Even for those unable to make it, each session’s recording will be available via the WP Buff’s YouTube channel at no cost.
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WPMRR and WP Buffs will be donating $1 per registrant and $1 per comment posted during all three summit days to Lawyers for Good Government, a non-profit organization of lawyers with a mission to fight for equal rights, opportunities, and justice.
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A formal announcement of the speaker lineup and schedule is expected next week. As of now, all speakers are confirmed.
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“The WPMRR Virtual Summit is a three-day online conference that helps us fulfill our mission: to actively help as many people as possible responsibly achieve their MRR goals,” said Howard.
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He also said the WPMRR Podcast carries this mission forward by telling unfiltered stories of successful entrepreneurs. On the WPMRR Community side, the goal is for members to grow their MRR together. The summit provides an onramp for newcomers into the community.
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Like 2020, the event’s talks and roundtables will be held over Vimeo Live. However, this year, they will be streamed directly into the WPMRR Virtual Community space. The goal is to make it easier to transition attendees into becoming full-fledged community members, continuing their education and experience beyond a once-per-year event.
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“The virtual summit will be a fantastic event, but often it’s difficult for conferences to provide ongoing support, advice, and community to make sure what was learned at the event is actually implemented, tested, and integrated into attendees’ businesses,” said Howard. “This will make it far simpler to give direct access to our community to those who want to responsibly build their MRR alongside others all year round, not just for three days.”
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The three-day event will be broken down as follows:
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September 21: Sales & Marketing
September 22: Operations & Systems
September 23: Website Management
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The summit will use Circle to handle discussions via its commenting system. This should allow communication to happen at everyone’s preferred pace.
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“Our plans are to do a Q&A, manage the ‘Hallway,’ and provide a space for attendees, speakers and sponsors to all interact via asynchronous communication via the WPMRR Community,” said Howard.
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All About MRR
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MRR is an acronym for Monthly Recurring Revenue. It is about generating repeated income every month instead of getting paid once for a product or service — a subscription-based model.
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I asked Howard to break down why this concept is crucial for new or potential business owners in the WordPress space. He responded with several reasons for going this route over a one-time revenue model.
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“If you’re selling a product for $100 and want to make $100K in a year, you need to find 1,000 new customers to sign up,” he said. “If you’re selling something for $100/mo instead, you need far less because customers are paying you every month instead of just once. In most situations (especially because lead generation is a pain point for most businesses), delivering ongoing value to ~100 customers is far less work than finding 1,000 new customers!”
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This leads to having multiple avenues to growing your business. With recurring revenue, entrepreneurs can continue attracting new customers and selling new features to existing ones.
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Howard also pointed out that subscriptions representing a chunk of total revenue creates a more predictable financial situation. This can lead to making easier budgeting decisions. Focusing on recurring revenue means constantly delivering value to customers instead of always chasing new sales.
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“Running a subscription business is way less stressful because the business model is simply more resilient,” said Howard. “If you rely on SEO to drive new leads to your business and Google penalizes you, your business will literally stop generating any revenue whatsoever if you only serve one-time customers. But if you have subscription revenue and this happens, you still have a collection of customers who pay you every month, giving you far more runway to figure out next steps before the business fails.”
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I also asked Howard about the different levels of MRR and how the game changes as revenue increases.
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“Often, what gets you to $10K MRR evolves significantly if/when you’re on your way to $83K MRR ($1M/year),” he said. “This is what makes the WPMRR Community so valuable, as we have different spaces folks can join based on what their MRR goals are.”
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He also pointed out the crossover between those starting out and those running larger businesses, saying that it was important for both audiences to learn from the other.
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“We can listen to advice and best practices all day, but we don’t know when inspiration will hit us,” he said. “That’s why I think it’s important for those starting out to tune into some more advanced talks and for those running larger businesses to listen to beginners as well.
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“All our speakers will be instructed by Brian Richards (our day-of technical director and speaker preparer) to be really explicit about the context around any advice they’re giving and how it could apply to businesses of different sizes and scales. That way, we can help people at whatever stage they’re at!”
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The entire written interview with Howard is available via the WPMRR Community site. It is worth reading for those who want to learn more about the event and MRR from his experience or an unfiltered version of this story.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Fri, 20 Aug 2021 00:21:07 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:14:\"Justin Tadlock\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:23;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:89:\"Post Status: Post Status Excerpt (No. 21) — Dealing With Developer Overload: Focus\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"https://poststatus.com/?p=85220\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:34:\"https://poststatus.com/excerpt/21/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:2947:\"
Avoiding ego, reinventing the wheel, and shiny objects.
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In this episode, David and Cory discuss Developer Overload, which David defines as what happens when “when you receive too much information and are unable to process it, resulting in negative responses and unhealthy effects.” David shares tips on how developers can focus on what to pay serious attention to, how to avoid creating more work for themselves, how to increase focus, and what project managers can do to help.
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Also covered in this episode: “As developers, we often bite off more than we can chew… we also tend to take that bite from the wrong side of the sandwich.”
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Every week Post Status Excerpt will brief you on important WordPress news — in about 15 minutes or less! Learn what\'s new in WordPress in a flash. ⚡
Yoast is SEO for everyone. Yoast SEO Premium gives you 24/7 support and extra features like internal linking, social previews, a redirect manager, tutorial videos, and integration with Google Webmaster Tools. Get on board today with the premiere SEO plugin for WordPress — Yoast.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Thu, 19 Aug 2021 18:42:58 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:12:\"David Bisset\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:24;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:109:\"WPTavern: Gutenberg 11.3 Introduces Dimensions Panel, Adds Button Padding Support, and Speeds Up the Inserter\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121646\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:259:\"https://wptavern.com/gutenberg-11-3-introduces-dimensions-panel-adds-button-padding-support-and-speeds-up-the-inserter?utm_source=rss&utm_medium=rss&utm_campaign=gutenberg-11-3-introduces-dimensions-panel-adds-button-padding-support-and-speeds-up-the-inserter\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:8241:\"
Earlier today, Gutenberg 11.3 landed in the WordPress plugin directory. The latest update introduces a new dimensions panel for toggling spacing-related block options. The Button block now supports the padding control, and the Post Featured Image block has new width and height settings.
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One of the release’s highlights was a speed improvement for both opening and searching within the inserter. The opening time dropped over 200 ms, from 370.35 ms to 137.28 ms. Search speed went from 190.37 ms to 67.24 ms.
Theme authors should enjoy the reduced specificity of the reset and classic editor stylesheets. Such changes always make it a little easier for theme authors to match editor and front-end styling.
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Dimension Panel for Spacing Controls
\n\n\n\nToggling the padding and margin controls for the Site Tagline block.\n\n\n\n
Gutenberg 11.3 introduces a new Dimensions panel for blocks that support either margin or padding controls. The feature adds an ellipsis (...) button in place of the typical open/close tab arrow. Users can select which controls they want to use.
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The long-term goal is to clean up the interface, only exposing controls that a user actually needs. Because such needs are subjective, allowing users to toggle them on/off is an ideal route to take.
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The current downsides are twofold. Once choosing to display margin or padding controls, the panel itself cannot be collapsed. This exacerbates the very problem that the new feature attempts to solve — decluttering the sidebar interface. For me, at least, I always want quick access to spacing controls. However, I do not always need them shown.
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The second issue is that the user choice of what to display does not seem to be stored. Each time you work with a block, you must select which controls should appear.
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The new Dimensions panel is only one part of the process of wrangling sizing (width and height), spacing (padding and margin), and related controls for blocks. Work toward a more well-rounded solution is still underway. Presumably, the development team will address these issues and others in future releases. However, those who run the Gutenberg plugin in production should expect oddities with usage.
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The Block Visibility plugin has the most user-friendly version of such a toggle control right now. It is not yet a perfect solution, but it works a little better than what is currently in Gutenberg.
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Button Block Padding
\n\n\n\nTesting the new Button block padding option with TT1 Blocks.\n\n\n\n
It is no secret that I dislike the default padding of the Button block when using the TT1 Blocks theme (block-based version of Twenty Twenty-One). I have made it one of my missions to routinely point it out, even going so far as refusing to use the block in the last call for testing as part of the FSE Outreach Program.
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An oversized button is not always the wrong stylistic choice on a webpage. Context matters and I somehow continue to run into scenarios where I need something a bit more scaled back. Control over the Button block’s padding has been on my wish list for months, and the Gutenberg development team delivered.
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As of 11.3, users can control the padding of individual Button blocks. It will now appear as an option within the new Dimensions panel mentioned earlier.
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Prayer answered. Now, let us move toward adding padding controls to all the blocks.
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The one potential issue some users might run into is maintaining consistent spacing when using multiple Button blocks together. The easiest way to do this is to add and style the first, then duplicate it to create others with the same spacing. This is not a new issue; it applies to all Button options where users want consistency within a group.
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Featured Image Dimension Controls
\n\n\n\nAdjusting a Post Featured Image block’s dimensions.\n\n\n\n
The Post Featured Image block has finally received a small but handy upgrade. In the past, users and theme authors only had a single option of deciding whether to link it to the post. Now, they can control the width and height of the image.
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If a user sets a height for the image, the editor will reveal a separate “Scale” option with the following choices:
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Cover (default)
Contain
Stretch
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What do these options actually do? That would be a good question. Even as someone in the web design and development loop for close to two decades, I sometimes forget and must look them up. They are values for the object-fit CSS property and are likely to confuse users in many instances.
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Cover and contain allow the image to fit within the containing element’s box while maintaining its aspect ratio (no stretching the image). The difference is that the cover value will be clipped if it does not fit and the contain value may be letterboxed. A stretch value will fill its container regardless of the aspect ratio.
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Depending on the image’s aspect ratio on its container, each of the values could essentially display the same thing on the screen. Or, they could provide wildly different results. Coupling these dimensions controls with wide and full alignments (also width-related options) could make for some unpredictable experiments too.
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The theme designer in me wants to disable the UI for this altogether and present something slightly more controlled: an image size selector.
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Such a selector should not be confused with width and height controls. WordPress theme authors have been registering custom image sizes for years. The primary use case for this was featured images. Users can use these sizes with the current Image and Latest Posts blocks. However, they do not yet have this option with Post Featured Image.
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I am in the camp that believes image size controls should have been the first addition to the block. It is such an integral part of WordPress theme design that it cannot be left out, and I have been fighting — or at least nagging — to make sure that theme authors can control featured images via custom sizes.
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Fortunately, there is an open ticket for custom image size support. Among other still-missing features, it is a blocker for many theme authors looking to take the leap toward block themes.
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There are plenty of use cases for the new options, such as automatically cropping a post grid’s featured images to a square. I am just impatiently awaiting a more robust set of tools for the Post Featured Image block.
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Many in the WordPress developer community were surprised to learn that WordPress.org is rejecting plugins with the “WP” prefix in the name after Joe Youngblood tweeted the rejection note he received. Although that restriction was put into place approximately seven months ago, there was no official communication on the change.
As the result of the controversy gaining attention on social media and other channels, WordPress Plugin Team member Mika Epstein posted an explanation on the original meta trac ticket, the reasoning for how and why “wp” is being blocked:
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Using wp- at the beginning of plugin permalinks, yes. Due to how we built this out, the display name is what gets checked and flagged. You can use WPPluginName (no space) and Plugin Name for WP.
This stems from part of a longer conversation going on with the Foundation, regarding handling the actual misuse of ‘WordPress’ in plugin names (which, as we all know, is actually trademarked and as such should not be used in your plugin name at all).
Because using WP Blah Blah as a name tends to lead to people changing it after approval to “WordPress Blah Blah” we put a pause on it to try and get a handle on how bad is this, what’s the depth of the problem (vs the actual headache of WC -> WooCommerce in names) and so on.
There is also the reality that using ‘WP’ or ‘Plugin’ in a plugin permalink is unnecessary and can be harmful to SEO due to repetitive words.
No one is claiming WP is trademarked, we’re just trying to minimize confusion and prevent people from accidentally violating trademarks in the future because they change WP to WordPress later on.
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Whether or not “wp” was trademarked became a particular point of confusion because the commit message on the change said: “Adding in some more things to block based on use and trademarks.”
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The conversation with the WordPress Foundation that Epstein was referencing was a private discussion about how the team can mitigate trademark abuse.
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“This came up in the midst of an ad hoc brainstorm about the ways that the loophole could be more effectively managed, and so there wasn’t a lengthy public discussion on it,” WordPress Executive Director Josepha Haden Chomphosy said.
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“It was part of an experiment for handling that loophole more effectively and wasn’t meant to be permanent. The great thing about experiments in WordPress is that when we see that we’re throwing out the good along with the bad, we can make the necessary changes to do it better.”
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Haden Chomphosy said that although the original discussion was private, the team plans to make it public via the new meta ticket that was opened yesterday for improving the checks on plugin submissions.
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“All future discussions will be on the ticket, so as people work on it, then the conversations will be available there,” she said when asked how the trademark abuse mitigation experiment will be evaluated.
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The WordPress Foundation does not have any employees, but Haden Chomphosy said the representatives who can help with the grey areas of trademark guidelines include herself, Andrea Middleton, and Cami Kaos. She also confirmed that “WP” is not a WordPress trademark and the Foundation is not pursuing trademarking the term.
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Although each of these individuals referenced have a long track record of protective care for the WordPress community and have demonstrated a sincere desire to see the project grow, they are all employed by Automattic. The Foundation could use some outside representation if those running it are engaging in private decision making and giving directives to the WordPress.org Plugin Team that have significant ramifications for the ecosystem as a whole.
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For years, the WordPress community has been encouraged to use WP instead of WordPress in plugin names, so the decision to reject plugins with WP in the name is a major, controversial change.
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\n
The problem for me is 1. you are penalizing everyone for something a few people do. 2. it doesn\'t actually fix the problem because I could change any of my plugin names to WordPress after the fact and 3. There\'s NO official announcement explaining this.
Those who oppose the current experiment have pointed out that it unfairly penalizes everyone for the few who change their plugin names after approval. It polices potential misuse instead of providing a solution that can flag actual trademark abuse.
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Some plugin developers have noted that having WP in the plugin name is necessary to differentiate it from extensions for other platforms, since WordPress.org is not the only place where their products are distributed. Many successful businesses have been created on top of plugins with WP as a prefix in the name, such as WP Mail SMTP, WP Fastest Cache, WP Migrate DB, to name just a few.
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Whether it is beneficial or detrimental to use WP in a brand’s name is immaterial to the discussion at hand. With the current trademark abuse mitigation experiment in place, all new plugin developers hoping to use the WP prefix will have their plugins rejected. Fortunately it isn’t retroactive, but if the team decides the experiment of banning WP in plugin names is a success, it may be up for discussion.
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Springing experiments on the community without publicly communicating the intent is a misstep for the Foundation. If allowing WP in the name creates wrong expectations for plugin developers regarding their ability to change the name to use WordPress, then the problem needs to be fixed at the root. WordPress.org needs to find a better way to inform developers about which terms are actually trademarked and develop a technical solution to flag name changes that do not comply. This may be a difficult technical problem to solve regarding plugin submission and updates, but it’s worth investing in it to respect plugin authors’ freedoms.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Wed, 18 Aug 2021 17:32:34 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:13:\"Sarah Gooding\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:26;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:61:\"BuddyPress: BuddyPress 9.1.1 Security and Maintenance Release\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:32:\"https://buddypress.org/?p=320593\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:81:\"https://buddypress.org/2021/08/buddypress-9-1-1-security-and-maintenance-release/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:3471:\"
BuddyPress 9.1.1 is now available. This is a security and maintenance release. All BuddyPress installations are strongly encouraged to upgrade as soon as possible.
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The 9.1.1 release addresses three security issues:
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The activation key was included into the responses of the create_item method of BP REST API Signup controller. Discovered by Brajesh Singh.
An SQL Injection vulnerability was fixed in BP_Notifications_Notification::get_order_by_sql(). Discovered by David Cavins.
An SQL Injection vulnerability was fixed in BP_Invitation::get_order_by_sql(). Discovered by David Cavins.
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These vulnerabilities were reported privately to the BuddyPress team, in accordance with WordPress’s security policies. Our thanks to the reporters for practicing coordinated disclosure.
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BuddyPress 9.1.1 also fixes 3 bugs. For complete details, visit the 9.1.1 changelog.
If for a specific reason you can’t upgrade to 9.1.1, we also included the security fixes to our branches from 2.9 to 8.0. Here’s the list of the available downloads for the corresponding tags, you can also find on our WordPress.org Directory Advanced page:
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If you are using BP 2.9.4 and can’t upgrade to 9.1.1, please upgrade to 2.9.5.1
If you are using BP 3.2.0 and can’t upgrade to 9.1.1, please upgrade to 3.2.1
If you are using BP 4.4.0 and can’t upgrade to 9.1.1, please upgrade to 4.4.1
If you are using BP 5.2.0 and can’t upgrade to 9.1.1, please upgrade to 5.2.1
If you are using BP 6.4.0 and can’t upgrade to 9.1.1, please upgrade to 6.4.2
If you are using BP 7.3.0 and can’t upgrade to 9.1.1, please upgrade to 7.3.2
If you are using BP 8.0.0 and can’t upgrade to 9.1.1, please upgrade to 8.0.2
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Wed, 18 Aug 2021 00:49:17 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:12:\"Mathieu Viet\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:27;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:92:\"WPTavern: A Discussion With Gutenberg Project Lead MatÃas Ventura on the Barrier to Entry\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121587\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:223:\"https://wptavern.com/a-discussion-with-gutenberg-project-lead-matias-ventura-on-the-barrier-to-entry?utm_source=rss&utm_medium=rss&utm_campaign=a-discussion-with-gutenberg-project-lead-matias-ventura-on-the-barrier-to-entry\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:9541:\"
Last week, I published an opinion piece on the barrier to entry in the modern WordPress era. The article followed a tweet and post by Chris Wiegman that stated the current learning curve was extremely high, regardless of past experience. Members of the community responded with a flurry of articles, podcasts, and videos.
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Because modern WordPress is primarily centered on Gutenberg, I reached out to the project’s lead, Matías Ventura. The goal was to bring some balance to the discussion. Unfortunately, he could not get back to me until a few days after the story was published. However, given his unique insight and perspective on the project, his views should be shared.
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In our discussion, we covered the topic of the barrier to entry from multiple viewpoints. Depending on where a specific developer, designer, or user steps onto the ramp, each will have a different experience.
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Why Are We Having the Same Discussions?
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The block editor shipped with WordPress 5.0 in December 2018. We are closing in on three years, but it often feels like we are having the same discussions. One has to wonder why we have not yet moved beyond that point.
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“I think this is a case of the size of the WordPress community, its diversity of perspectives, and the fact that we do still have a lot of work to do to continue to make things accessible,” said Ventura. “I’ve seen people that start with no prior WP knowledge get flying super quickly.”
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He recounted one story of a popular block library that launched last year. The creators were designers but did not recognize themselves as developers. However, the APIs allowed them to build an entire plugin that would not have been possible with their previous skillset.
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“To me, this was a triumph of the block APIs that are available for builders,” said Ventura. “But this is just one person’s perspective. It doesn’t invalidate PHP developers expressing frustration at the complexities of modern front-end tools.”
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Theme Creation and New Onramps
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On the theme creation front, we were in agreement. There are new ways (and more on the way) for non-developers to ease into visually building various parts of a website without needing the entire weight of theme development knowledge.
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Ventura began his WordPress journey with theme development after first being exposed to Flash in the early 2000s. He recalled downloading a bunch of PHP files and thought he could execute by opening them. It is safe to say that he has learned a lot since then.
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“Being able to edit pieces of a theme is a crucial aspect of democratizing access to code,” he said. “I think we are going to be seeing a lot of people get started by diving into how templates work. Or by playing with the Query block, which used to be a hidden piece unless you knew a bit of PHP already.”
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He mentioned that, in some ways, this aspect of the block editor allowed solo creators or small teams to build unique projects, pointing to Aino as an example.
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“I’m seeing a ton of designers for whom contributing to WordPress was difficult or a gated experience,” he said. “There’s a lot of developer entitlement when we say things used to be easy. They were not easy for a large chunk of the population that might have been excellent contributors if there were more avenues to contribute.”
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Patterns may be the first official stepping stone, one avenue among many that WordPress could facilitate in the future. Ventura envisions a possible .ORG-hosted visual theme builder that would allow users to create and publish without ever touching code. We are likely years from seeing such a project come to fruition, but lofty goals can lead to innovative ideas that we have yet to think of.
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Building Block Plugins
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Block plugins are a different beast than themes. The barrier is undoubtedly higher, but how big is this hurdle for traditional WordPress developers?
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“Going from contributing a pattern to building a block is a big leap right now,” said Ventura. “While there are folks that can learn it quickly, it’s still a big barrier for people. I think there are several layers to this: documentation could be an order of magnitude better in both organization and presentation. I hope we can do a lot more there.”
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He is also curious about tools for building blocks, such as a blend of BlockBook and CodePen. He mulled over the possibility of blocks used for creating other blocks, a scenario in which developers might only need to write HTML with the tool interpreting features like Rich Text fields. At the very least, he believes we are barely scratching the surface of what the block-building experience could be.
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“The biggest challenge is that there’s a tendency in PHP trained folks to neglect a bit the implications on the UX if it means the developer experience is simpler,” he said. “I think this is most visible in the shortcode/forms approach to UX as opposed to direct manipulation, which is hard to codify from a PHP set of APIs.”
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WordPress/Gutenberg Contribution and the Bus Factor
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Outside of building themes or plugins, the third and arguably the highest level of participating in the WordPress development ecosystem is direct contributions to the block system. Is contributing to core harder today than it was just a few years ago?
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“I think this is a good point, but I think it partially misses that contributing to WP internals like WP_Query was also very difficult,” he said. “We just got used to it. We have received more contributions to Gutenberg from people than what I have seen in Trac in my years there.”
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Ventura did admit that GitHub could be a factor in the amount of contribution, which many developers tend to favor over Trac.
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While building an editor is a difficult task and requires certain levels of expertise, other parts of the system, such as the component library or smaller packages, might offer alternative paths for some people to get involved.
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“Apart from this, I do agree that there’s also a higher level of expectations for what software should be capable of doing these days that make contributing meaningfully a harder task than before,” he said.
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Historically, other parts of WordPress that relied on the JavaScript model, such as the media library, have not had high levels of contribution.
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“I don’t think this is a topic we’ll exhaust any time soon, and it’s important to not become complacent and just say ‘oh things are just hard’ because an important part of the WP project being open source is that users can modify said software, and for that, they need to understand it,” he said. “I think we can introduce a new generation of people to coding if we do things right and work together more.
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The secondary aspect of this is whether there is a bus factor for WordPress. If so, what is the number? This is a common question around the most technically challenging pieces of software. If X number of contributors with the requisite knowledge of the most complex pieces of a project were hit by a bus (sorry for the grim imagery), would the development grind to a halt?
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It is not something often discussed in WordPress circles because it has never seemed to be an issue. However, if contributing to core carries too high of a barrier to entry, is there a number where the project cannot continue?
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“I think, in some ways, it’s more sustainable now,” said Ventura. “We have been a lot more open with contribution permissions on the Gutenberg repo, and it has resulted in a larger amount of folks contributing. I think we might see a split between contributors that are comfortable with the back-end side of WP and those that are more comfortable with the interactive pieces.”
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One thing the team did not entirely anticipate was Gutenberg’s use in projects outside of WordPress. This can add to its sustainability factor. He pointed to the WordPress mobile app being an example where others can meaningfully contribute. And other mobile apps are wanting to use it for their tools. At Automattic, where Ventura is employed, they are also working on adopting editor technologies for Tumblr.
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“I think a broader topic of discussion, in general, is that contributing meaningfully to WP has become the privilege of those sponsored to work on it full time,” he said. “I think that’s in some ways natural but also a bit of a tragedy.”
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Alex Standiford, a WordPress developer at AffiliateWP, has released a boilerplate for what he is calling a “nearly headless” WordPress theme. It uses Underpin ,Nicholas, and AlpineJS to provide an app-like experience for a website while providing the flexibility for rendering specific pages using PHP instead of Javascript.
One problem with fully-headless WordPress is routing. Behind the scenes, WordPress has a lot of logic built-in to handle routing, and with a headless approach you have to build something to handle that on the front end. Ultimately, you’re re-inventing the wheel, and it takes a lot of extra time to build.
Another problem with headless WordPress quickly becomes apparent the moment you try to use most WordPress plugins. The ugly truth is that you usually have to re-invent a lot of things just to get the plugin working properly.
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Standiford’s nearly headless system is a product of his rethinking headless WordPress. He wanted to preserve the app-like feel as well as all of WordPress’ built in capabilities and those available through the plugin system.
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The Nearly Headless WordPress theme uses AlpineJS for rendering, which Standiford says is light, easy-to-understand, and “plays exceptionally nice with PHP server-side rendering.” It is loaded around HTML template tags that source post content using WordPress’ REST API. The system uses session storage to keep things speedy and minimize the number of REST API calls.
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Standiford’s WP Dev Academy learning site and his agency, DesignFrame Solutions, are both using beta versions of the nearly headless system. Since the time those sites were developed, Standiford has completely rewritten the system and made significant improvements based on what from what he learned from earlier versions. He has a live demo of the current version available at nearly-headless.dev.
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.@DFS_Web’s website redesign will make it possible to visit any page without an internet connection shortly after the first page is loaded. This makes this site FAST even if your internet connection is slow. pic.twitter.com/keOxyMU8cq
The nearly headless approach is comparable to a traditional headless approach in terms of performance, thanks to Standiford’s Nicholas library, which includes client-side caching and a routing layer as the application support for the theme.
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“Nicholas will load content via REST, much like how a headless site does,” Standiford said. “In these cases, the load times are very similar to what you’d see on a headless site. In fact, they behave, and fundamentally work in the same manner. The key is Nicholas also stores the data in session storage after the page is visited, and any time that page is loaded thereafter, it is loaded instantly.”
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How far can the boilerplate take you? Developers who use it should be ready to extend or replace the basic templates it includes to load WordPress. It doesn’t enqueue any CSS. Key functionality is broken into separate dependencies so users can stay up to date as the project evolves.
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“For all intents and purposes, the boilerplate is a blank slate,” Standiford said. “You can think of the boilerplate as _s for the nearly headless approach. All of the dependencies, scripts, and items needed to run the engine are included in the boilerplate. All of the dependencies are packaged up in Composer or Node, so your theme can be updated as the system improves without re-writing your entire theme.”
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Standiford has some major improvements planned for the future of the boilerplate. It is currently compatible with the block editor and many plugins but requires a compatibility mode.
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“The big up-front improvement is going to be removing the need for compatibility mode on as many pages as possible,” Standiford said. “Many block libraries, forms plugins, and other things have specific scripts that they expect are loaded on the page that the app has no way to know about, and because of this, some plugins won’t work without turning on compatibility mode. It is possible to make these work, but I would benefit from help from plugin developers to help me understand what styles/scripts need to be included when the app runs.”
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Standiford said he sees an opportunity to create npm packages that integrate other plugins, and ensure they work as expected.
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“Yoast and other SEO plugins for example set the SEO information in the head of each page, and right now that doesn’t happen without writing another piece of middleware,” he said. “It’s not too difficult to add it, but it’s one of those things that could be packaged up and included instead of manually being written for every theme that uses this approach.”
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Another item on the Nearly Headless WordPress theme boilerplate roadmap is improvements to how dependencies are compiled to better avoid plugin and theme conflicts. Standiford thinks this would make it easier to distribute themes built using this method on the WordPress.org directory, or even to sell them commercially. He has also been experimenting with automatically caching all the content on a page when it loads, without bogging down the browser or overloading the server with requests. The result would be instantaneous page loads with reduced server loads.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Tue, 17 Aug 2021 22:00:56 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:13:\"Sarah Gooding\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:29;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:84:\"WPTavern: A Second Look at ElmaStudio’s Aino Theme and Companion Block Plugin\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121513\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:197:\"https://wptavern.com/a-second-look-at-elmastudios-aino-theme-and-companion-block-plugin?utm_source=rss&utm_medium=rss&utm_campaign=a-second-look-at-elmastudios-aino-theme-and-companion-block-plugin\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:6980:\"
I am about a month away from my second anniversary writing for WP Tavern. There has been one project that I have followed since the beginning of this journey. In some ways, we are learning the ropes and growing in this block-based WordPress era together.
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In 2019, just before taking on this role, one of the first story notes I jotted down was some thoughts on ElmaStudio’s Aino Blocks plugin. However, it was not until nearly a year later when the team took the project out of beta testing, and I followed up with a review of the flagship Aino theme and plugin.
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Perhaps it is fortuitous that the team recently released version 2.0 of its theme at just about the same time I started taking stock of my time at the Tavern. Maybe this is fate’s way of telling me that we should always have a yearly update on Aino — sound like a good idea?
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It also did not hurt that Matías Ventura, the Gutenberg project lead, name-dropped their work in a conversation we had last week. “It fills me with joy when I see initiatives like [Aino] built by just a couple folks,” he said. “Apart from the user aspects of our work, it’s what makes it all worth it.”
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This was part of a more in-depth discussion related to the barriers to entry in the modern WordPress era. We agreed that one of the easier onramps was theme creation and site design, a focus area for Aino.
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It was time to dive back into the project. I had not looked into it deeply enough since my last review a year ago.
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Admittedly, at the time, I had mixed feelings about it. I initially thought the plugin launched too late. It seemed to be yet another block library after larger companies beat them to the punch.
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Ellen Bauer, who co-owns the company alongside Manuel Esposito, encouraged me to check back in as they continued building. They were merely setting the stage for their vision.
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“We wanted to release the Aino blocks and theme on WordPress.org since they are stable to use right now,” she wrote in the comments. “But the actual work is just starting for us, since we are now creating block patterns for our system, and I think it is only then that users will see why we built the theme and blocks in a certain way.”
\n\n\n\n
A Year Later
\n\n\n\nOne of multiple feature patterns from the Aino theme.\n\n\n\n
The ElmaStudio team is taking that leap that most theme companies will inevitably need to take. They announced that Aino 2.0 ditched its classic garb and moved to 100% blocks earlier this month.
\n\n\n\n
For this particular theme, the move was not as monumental as it would be for others with more intricate layouts. Aino itself was always a minimal design, more of an open canvas for blocks than anything. It is the sort of theme meant to get out of the way and allow the user to create individual pages from the ground up.
\n\n\n\n
That may have been its downside a year ago. The team had built a plugin for easing users into the page-building process, but its single block pattern did not provide much of a starting point. Its Grid block is a powerful tool but also feels like it is catered more toward designers/developers. Its options may be too advanced to some end-users depending on their familiarity with CSS terminology.
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Today, this looks much different. The Aino theme comes with — count ’em — 42 block patterns. It is also where this project shines. I may have mentioned something about this being the route to go last year:
\n\n\n\n
The company’s best bet is to focus on building patterns. Its first pattern shows some promise. I am holding out hope for more interesting work to come.
\n\n\n\n
The team took that dev-friendly base of the Grid block and built a system of easy-to-use layouts on top of it. Users merely need to click to insert and customize.
\n\n\n\nAino’s Grid block used in a portfolio pattern.\n\n\n\n
Because Aino’s patterns are built upon this grid foundation, the design studio’s layouts are fine-tuned for each screen size.
\n\n\n\n
Unless other theme authors build on top of the same plugin or a similar grid-based block, they are left with stock WordPress/Gutenberg. This provides limited options for responsively designing more complex layouts. This should be a focal point of the WordPress 5.9 release cycle, but it could be a while before we have something as powerful as the various grid blocks available via plugins.
\n\n\n\n
ElmaStudio’s groundwork in the previous two years is bearing fruit, at least in terms of what the team can create. With the foundational elements in place, nothing should stop them from building the next 42 patterns and more.
\n\n\n\nA team pattern from the Aino theme (also built on the Grid block).\n\n\n\n
I am still lukewarm about most of the blocks in the plugin, think the Hero and Testimonial blocks should just be patterns, and the [Aino] Buttons block should be an options extension for the one in core. The Grid layout is the feature that all the best things about the Aino project hinge on.
\n\n\n\n
The Aino theme itself seems unimpressive on its own, at least at first glance. However, the project is not whole until it is coupled with the Aino Blocks plugin.
\n\n\n\n
The theme needs some design work on its default spacing. For example, paragraphs that follow a wide or full-aligned block have no gap above them. Blockquote text butts against the side of the left border. Trivial bugs like these are easy fixes. Sometimes, it is not evident that there is an issue until a Gutenberg plugin update, which often leaves theme authors chasing changes. Such is the life of a designer living on the bleeding edge, supporting the latest features via a block theme.
\n\n\n\n
I am happy I once again had the opportunity to dive back into the Aino project. A year makes a difference, and the duo behind the theme and plugin has made use of the time. Right now, they have a solid project for users who want to build out their pages with blocks. There are enough patterns for just about any website owner.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Mon, 16 Aug 2021 22:09:36 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:14:\"Justin Tadlock\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:30;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:34:\"Matt: Funding, Buyback, and Hiring\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:22:\"https://ma.tt/?p=54656\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:45:\"https://ma.tt/2021/08/funding-buyback-hiring/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:4790:\"
Automattic was very busy during this time frame, as we were working on what would become the Parse.ly, Day One, and Pocket Casts acquisitions, our investments in Element and Titan, plus more acquisitions and partnerships we haven’t announced yet, so we haven’t mentioned the February funding round until now. And while we are a bit surprised the fundraise did not leak to the press, it’s now been an awkwardly long time since February and I’m pleased to formally announce it now.
\n\n\n\n
And since then, Automattic has continued to grow at a rapid pace and we recently took the opportunity to do a $250M share buyback at a $7.5B valuation that just closed last week. The buyback was primarily targeted at current and former employees.
\n\n\n\n
We’ve grown and increased our valuation at a rate higher than most other alternate investments available to investors. However, some of Automattic’s employees and former employee shareholders have been part of our journey for a very long time. Selling a bit of their equity holdings could have a significant impact on their lives.
\n\n\n\n
Automattic was founded 16 years ago and is still private, so it’s important for us to try to provide liquidity to any shareholder who wants it. We do the same with our internal A12 stock plan where we let our employees buy our shares and also offer an opportunity for all holders to sell them back to Automattic, every quarter. (I need to do a longer post on that.)
\n\n\n\n
One interesting thing we’ve been doing in these buybacks is holding the shares as treasury stock within the company instead of canceling the shares at purchase. This allows us to buy shares that come onto the market, and then when an investor comes and wants to put a larger quantum of capital into the company, we can re-sell the treasury shares that the company bought earlier. In effect, we are providing both a sell-side and buy-side for Automattic stock, serving previous and new investors and making money on these trades since we bought and took the risk earlier. We’ve established a logical valuation methodology, which is based on a simple multiple of the last twelve month’s revenue, so shareholders can track and anticipate performance.
\n\n\n\n
All of this has been a lot of fun and we’ve seen a great amount of success, but it’s not all smooth sailing; we still have our share of challenges, probably the biggest being hiring. We have significantly scaled up our ability to find and hire great folks, with 371 accepted offers already in 2021 and it’s only August. However, with the growth of WooCommerce (hiring a Head of Payments) and our enterprise business, WPVIP, in particular, we need to move faster to keep up with the opportunity. For me and many other of the most-tenured Automatticians within the company hiring is the top priority. To that end, I’m also looking for someone to partner with me and our top executive group (which we call Bridge) in Creative Talent Development, an executive recruiter to help craft the highest performing teams of executives for each of our businesses.
\n\n\n\n
We have a multi-decade opportunity ahead of us to create the best solutions for the open web platform of WordPress, and WooCommerce is doing the same thing for commerce; growing together over the long-term with people passionate about the same mission is my favorite part of my job.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Mon, 16 Aug 2021 17:22:40 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:4:\"Matt\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:31;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:62:\"Gutenberg Times: Roadmap for 5.9 – Weekend Edition #181\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:35:\"https://gutenbergtimes.com/?p=18751\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:63:\"https://gutenbergtimes.com/roadmap-for-5-9-weekend-edition-181/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:12289:\"
Howdy!
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It’s summer, and I am almost on vacation! Finally. This is the view from the hotel room where I write today’s newsletter. As always, you don’t have to consume today’s edition all at once, you can always come back to it. The next newsletter will arrive in your inbox on August 28th, 2021. The next Gutenberg Changelog episode will be recorded on August 20th, 2021. So, you won’t be entirely deprived of Gutenberg updates. Just make sure you to subscribe to the podcast, if you haven’t already.
Let’s keep this short. The lake is waiting â›±ï¸�. No Red Tide insight.
\n\n\n\n
Be well, stay safe!
\n\n\n\n
Yours, 💕 Birgit
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📢 New Episode #49 is now available! 🎙� (with transcript!) Birgit Pauli-Haack and Grzegorz Ziolkowski discuss Gutenberg plugin release 11.2, drag and drop, flex layout, core data shortcuts and modern WordPress development.
In his latest post, Preliminary Road to 5.9Matias Ventura lists and describes the work before the Gutenberg contributors regarding Block Patterns, Global Styles, Navigation Block and overall Site Editor interface for theme.json configuration and settings. Ventura also identified a few shortcomings of first iterations, especially regarding responsiveness of blocks, block patterns used in different contexts.
“Keeping up with Gutenberg – Index 2021” A chronological list of the WordPress Make Blog posts from various teams involved in Gutenberg development: Design, Theme Review Team, Core Editor, Core JS, Core CSS, Test and Meta team from Jan. 2021 on. Updated by yours truly. The index 2020 is here
\n\n\n\n\n
Full Site Editing & Theme development
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After a break, Anne McCarthy published is a new FSE Call for testing (#9) for the FSE outreach program: Handling HigherEd Headers. This test takes you along a deep dive into Navigation block and screens, and its goal is to expose the experimental features to a larger community and figure out what it takes to promote it out of the experimental state.
In Keeping up with block supports, Lister share her approach to discovery and maintaining block via block.json files of core blocks and came up with a spreadsheet on which core block supports which features. It is quite a helpful resource, that could be integrated into the Block editor handbook
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Sarah Norris provided this week’s (number 60) round-up post from the Themes team around Gutenberg & Themes. Check it out to learn about the discussion FSE, Themes, and Global Styles. Norris also share a few tracking issues to keep you updates.
My advice for people depending on themes for their revenue and who don’t have an army of developers keeping up with the new thing: Keep doing what you are doing until things settle with the next two or three releases.
\n\n\n\n\n\n\n\n
Does WordPress Have a Gutenberg Problem? Asked David Bushell listing a few problems building blocks cause in creating sites for customers. It’s comes across like the other rant of a developer who is fighting change. However, Bushell touches on recurring themes we hear before and outlines the hurdles for WordPress developer when starting to switch to Gutenberg for their development:
\n\n\n\n
Opinionated styling of core blocks is another pain point for WordPress developers. The mechanism to control this via theme.json has now arrived but of course its not yet completely develop.
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Deprecation of static blocks: How can post that have earlier version of particular blocks stored be updated to a new rendering. There isn’t a good answer yet, and many developers mostly develop dynamic blocks, rendered in PHP consistently no matter when the block was added to a post. If a new version is available, it’ll get the new design/styling. Or skip native block development altogether and rely on Blocks created via Advanced Custom Fields Pro.
\n\n\n\n
A dynamic block was my first block, too, and I haven’t had the time to experiment with JavaScript blocks and the versioning for static blocks.
\n\n\n\n\n\n\n\n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Sat, 14 Aug 2021 16:25:22 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:18:\"Birgit Pauli-Haack\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:32;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:82:\"WPTavern: Early WordPress 5.9 Look: The Road Toward Deeper Responsive Block Design\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121486\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:207:\"https://wptavern.com/early-wordpress-5-9-look-the-road-toward-deeper-responsive-block-design?utm_source=rss&utm_medium=rss&utm_campaign=early-wordpress-5-9-look-the-road-toward-deeper-responsive-block-design\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:6231:\"
Gutenberg project lead Matías Ventura announced the Preliminary Road to 5.9 on the Make Core blog earlier today. He covered several big picture items, including several sub-points for each. He also linked to a GitHub issue with specific tasks and tickets that need work.
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The post covers notes on block patterns, navigation menus, the theme.json interface (global styles), design tools, and editing flows for block themes. There is a lot of information to take in and enough areas to cover various interests.
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The most exciting focus of 5.9 might just be going deeper into responsive design at the block level, whether this is under-the-hood code or block options available via the UI.
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“One of the biggest points of friction for pattern and theme builders are the lack of responsive tools available at a block level,” wrote Ventura. “This needs to be solved in a way that doesn’t disproportionally increase interface complexity.”
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Intrinsic Web Design With Blocks
\n\n\n\nMobile design patterns shared by Ventura.\n\n\n\n
It is easy to become disgruntled at the slow progress toward responsive block options over the last few years. I am not entirely unhappy with it because I want the team to be methodical and approach this in a future-proof way, at least to the extent that it can.
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Far too often, what we have seen with requests and even third-party plugins is the use of viewport-based media queries for controlling how blocks respond to different devices (e.g., desktop, tablet, and mobile). While such controls can sometimes be the right tool for the job, they are not always the correct path for component-based design.
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Media queries tend to favor holistic design methodologies. However, component-based design is the modern face of the web. Blocks are just another component, and because developers or even users can place them anywhere in the overall design, we must approach how they respond to their surroundings more so than the browser viewport.
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“The block model is a good case to apply some intrinsic design principles, since a block can occupy a place in many different layouts and containers, for which prescriptive media queries that don’t take context into account are inflexible,” wrote Ventura.
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A simple example to look at is the core WordPress Columns block. We could easily add media query options for when each inner Column block breaks. However, how should the typography respond for three columns vs. four and at different widths? That is a function of the container’s size rather than the viewport.
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And, how do such media queries work when Columns are nested within another Column? This becomes a more complex problem to solve if you are putting layout controls into the hands of users. Pushing the fast-forward button on responsive block options might feel good at the moment, but it could also create legacy baggage that will be hard to drop when a better solution rolls around.
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Even something as seemingly simple as a basic website header can become complex when designing for user input. For theme designers, there is no way to know how many characters are in the site title, for example, or how many items are in the nav menu. The block system can complicate that further by allowing end-users to drop in other unknowns.
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“Each block area should be intrinsically responsive allowing blocks to compose together, wrap, stack, and organize themselves to fit the different spaces and screens,” wrote Ventura. “For this to work well, container blocks need to absorb more layout controls.”
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He also mentioned container queries as a possible expansion point when they are fully supported by browsers in the future. Chrome Canary currently has a support flag to enable the feature.
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Container queries are a bit of a Holy Grail for designers. As web designer Ethan Marcotte wrote four years ago:
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Maybe I’ll start here: in the last few years, my design work has focused much more on patterns, and less on “pages.” Instead of treating a responsive design as a holistic, unified thing, where every part of the layout changes and adapts at the same rate, it’s more helpful to break a responsive layout down into smaller, reusable bits of design, including things like “masthead,” “footer,” “image caption,” and so on.
In other words, my design process involves looking at a responsive design as a network of small layout systems. Each of those components are basically little responsive designs themselves, with their own sets of breakpoints.
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Sound familiar? Yes, the WordPress block system is built on that same foundation of small layout components.
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Anything that WordPress does today at the UI level needs to account for the container queries of the future. Or, at least make use of existing tools that could replicate the feature in some ways, such as the min(), max(), and clamp() CSS functions.
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The trouble is figuring out which features should be exposed as block options vs. being handled under the hood. The development team must strike a balance between the user experience and flexibility for designers. Some things should “just work” out of the box, and others should be configurable on a case-by-case basis.
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This should be one of the more interesting, complex, frustrating, and rewarding problems to solve in the WordPress 5.9 cycle. For those looking for a challenge, it might be the perfect entry point.
WPScan is on track to post a record-breaking year for WordPress plugin vulnerabilities submitted to its database, according to a collaborative mid-year security report the company published with Wordfence. In the first half of 2021, WPScan has recorded 602 new vulnerabilities, quickly surpassing the 514 reported during all of 2020.
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The report is based on attack data from Wordfence’s platform and data from WPScan’s vulnerability database, providing a more comprehensive picture of the current state of WordPress security than either company could present alone.
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One of the trends highlighted in the report is the increase in password attacks. Wordfence blocked more than 86 billion password attack attempts in the first half of 2021. Attackers use a variety of methods to gain access to WordPress sites, including testing sites against lists of compromised passwords, dictionary attacks, and more resource intensive brute force attacks.
Wordfence found the standard login to be the primary password attack target for 40.4% of attempts, followed by XML-RPC (37.7%). Since these attacks seem to be increasing, the report recommends that site owners use 2-factor authentication on all available accounts, use strong secure passwords unique to each account, disable XML-RPC when not in use, and put brute force protection in place.
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Data from Wordfence’s Web Application Firewall shows more than 4 billion blocked requests due to vulnerability exploits and blocked IP addresses. The report includes a breakdown of the percentage of requests blocked by firewall per firewall rule. Directory Traversal accounts for 27.1% of requests. This is when an attacker attempts to access files without being authorized and perform an action such as reading or deleting a site’s /wp-config.php file, for example. This breakdown also highlights the fact that certain older vulnerabilities are still frequently targeted by attackers.
The vast majority of the vulnerabilities you hear about in the WordPress ecosystem come from plugins, with themes making up a much smaller portion. The report notes that only three of the 602 vulnerabilities catalogued by WPScan in the first half of this year were found within WordPress core.
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In analyzing vulnerabilities by type, WPScan found that Cross-Site Scripting (XSS) vulnerabilities accounted for more than half of all them (52%), followed by Cross-Site Request Forgery (CSRF) at 16%, SQL Injection (13%), Access Control issues (12%), and File Upload issues (7%). Using scores from the Common Vulnerability Scoring System (CVSS), WPScan found that 17% of reported vulnerabilities were critical, 31% high, and 50% medium in severity.
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Both Wordfence and WPScan claim that the greater number of vulnerabilities reported this year is indicative of the growth of the WordPress ecosystem and a maturing, healthy interest in security. Themes and plugins aren’t getting more insecure over time but rather there are more people interested in discovering and reporting vulnerabilities.
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“First and foremost, we aren’t seeing a lot of newly introduced vulnerabilities in plugins and themes but rather we are seeing a lot of older vulnerabilities in older plugins and themes being reported/fixed that just weren’t detected until now,” Wordfence Threat Analyst Chloe Chamberland said.
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“Vulnerabilities aren’t being introduced as frequently and more vulnerabilities are being detected simply due to the higher activity of researchers which is in turn positively impacting the security of the WordPress ecosystem. Considering it isn’t newly introduced vulnerabilities that are being frequently discovered, I feel confident in saying that the increase in discoveries doesn’t indicate that the ecosystem is getting less secure at all but rather getting more secure.”
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Chamberland also said she believes there is a domino effect when vulnerabilities are disclosed to vendors and they learn from their accidents, causing them to develop more secure products in the future.
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“Speaking from experience as I spend a lot of my time looking for vulnerabilities in WordPress plugins, things have definitely been getting more secure from my perspective,” she said. “Today, I frequently find capability checks and nonce checks in all the right places along with proper file upload validation measures in place, and all the good stuff. It’s become harder to find easily exploitable vulnerabilities in plugins and themes that are being actively maintained which is a great thing!”
\n\n\n\n
The mid-year report is available as a PDF to download for free from the WPScan website. WPScan founder and CEO Ryan Dewhurst said he expects there will be an end of the year report for 2021. He has not yet discussed it with Wordfence but the companies are brainstorming about other ways they can collaborate.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Fri, 13 Aug 2021 04:14:10 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:13:\"Sarah Gooding\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:34;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:101:\"Post Status: Post Status Excerpt (No. 20) — Yoast Acquired, Businesses Need To Allow More Play\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"https://poststatus.com/?p=85143\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:34:\"https://poststatus.com/excerpt/20/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:4038:\"
Allowing time to goof off or pursuing a passion improves team connections.
\n\n\n\n
Professor Jane Dutton from the University of Michigan’s Ross School of Business suggests “four ways to build high-quality workplace connections” — respectful engagement, support, trust — and play. Play is what Cory and David focus on in this episode — why should companies set aside time for time to explore, goof off, or entertain each other with no particular outcome in mind?
\n\n\n\n
Also covered in this episode: Only an hour before recording this, Yoastannounced it is being acquired by Newfold Digital — formerly known at least in part as Endurance International Group (EIG). David and Cory share their initial thoughts with more analysis still to come.
\n\n\n\n\n\n\n\n
Every week Post Status Excerpt will brief you on important WordPress news — in about 15 minutes or less! Learn what\'s new in WordPress in a flash. ⚡
You need durable Managed WordPress Hosting for all your mission-critical sites. Pagely offers managed DevOps and a flexible stack with the same enterprise-level support to all its customers. Peace of mind starts with Pagely. Try it today!
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Thu, 12 Aug 2021 23:55:36 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:12:\"David Bisset\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:35;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:60:\"WPTavern: Yoast Joins Newfold Digital, Team To Stay in Place\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121446\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:163:\"https://wptavern.com/yoast-joins-newfold-digital-team-to-stay-in-place?utm_source=rss&utm_medium=rss&utm_campaign=yoast-joins-newfold-digital-team-to-stay-in-place\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:4181:\"
Earlier today, Yoast CEO Marieke van de Rakt announced the company had been acquired by NewFold Digital. Yoast and its SEO-related business are expected to continue operating as usual with its current team and maintaining its product line.
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Newfold Digital is a global web solutions provider that serves small-to-medium businesses. The company has many brands under its umbrella, such as Network Solutions, Bluehost, and more.
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“Yoast never had any funding before, it grew organically into a company with 140 employees maintaining a plugin with over 12 million active installs,” wrote van de Rakt in the announcement. “We don’t want to stop there! We’re planning to grow and improve even further! Joining Newfold Digital provides us with the freedom to build and iterate on ideas to further our mission.”
\n\n\n\n
There are no plans to change the team or the culture around Yoast. One of the goals during the acquisition was to keep everyone in place, continuing work on their product line.
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“Of course, some things change,” said Yoast founder and CPO Joost de Valk. “We’ll integrate into their systems (HR and finance). We’ll work on special offers for customers from Newfold. Our company changed so much over the five years, so it will change no matter what. I do feel that this opens up more security for growth and for developing new ideas.”
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While Yoast does not plan to change its 140-person team, it is still bringing in fresh talent. The company has been hiring a lot lately and expects that trend to continue with 19 current job openings.
\n\n\n\n
As host Nathan Wrigley and guest Cory Miller discussed on the latest episode of the Jukebox, acquisitions can be a welcome change for all parties. It can provide more financial stability and backing for the acquired company. It may allow the team to explore new features or new products that were not possible before. This can also work in the user’s favor in the long term.
\n\n\n\n
“Marieke and I felt ever since this Covid pandemic hit that we needed a partner or some more financial backing,” said Joost de Valk. “Being totally bootstrapped was getting to us. We worried about the exchange rate of the dollar, for instance. We got risk-averse, and all around us other companies got financial injections.”
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The husband-and-wife duo thought about selling part of their stock for additional funding but was worried about potential consequences. One such downside may have been the need to grow fast to keep investors happy.
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“We wanted to find a place to keep Yoast SEO growing and to keep working on WordPress,” said de Valk. “We had help from RBC, a company that helps with these types of acquisitions. They introduced us to Newfold, and we had a really good connection right from the start.”
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He remained tight-lipped about any new products or features in the pipeline, only saying that a lot is coming and things will speed up.
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Newfold is the owner of several high-profile hosting brands, including Bluehost and HostGator — both offer a managed WordPress service. It would not be unheard of to see a company mix and match its various products to draw in more customers. Nor would it be surprising to eventually see Yoast SEO or even some of the commercial Yoast offerings as part of packaged hosting deals. WP Engine fully integrates StudioPress products, for example, into its packages. However, de Valk said they have yet to discuss anything on that front.
\n\n\n\n
“You’re absolutely right that the things you’re proposing here make perfect sense,” he said. “So, I think we’ll work on those deals and, at the same time, team Yoast will work independently on their products.”
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Thu, 12 Aug 2021 20:25:37 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:14:\"Justin Tadlock\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:36;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:60:\"WPTavern: FSE Outreach Round #9: Building a Higher Ed Header\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121395\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:161:\"https://wptavern.com/fse-outreach-round-9-building-a-higher-ed-header?utm_source=rss&utm_medium=rss&utm_campaign=fse-outreach-round-9-building-a-higher-ed-header\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:6238:\"
It feels like it has been ages since the WordPress community has had a call for testing Full Site Editing (FSE) features. The FSE Outreach Program was on a small hiatus. However, the WordPress 5.8 launch was also underway last month.
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The program is an open call for testing various components of FSE. Thus far, volunteers have successfully provided feedback on features that have already landed in core WordPress, such as block-based widgets and template editing. Testers have delved into others that have yet to be released. Each testing round is open to anyone who can spare a little of their free time and share their findings. The goal is to break things and point out problematic areas of the user experience.
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FSE Outreach #9 is a community-driven suggestion that calls for building a Higher Ed site’s header. Volunteers are asked to follow a 26-step process using the site editor beta feature in the latest version of the Gutenberg plugin and the TT1 Blocks theme.
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I am a fan of this take on testing, and program lead Anne McCarthy seems to favor doing more of it in the future. “If you’d like to suggest an idea for a call for testing, know it’s very welcomed and all ideas will be weighed against current project priorities to figure out what makes the most sense to pursue,” she wrote in the announcement.
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Since the project was all about Higher Ed, I decided to pay homage to my alma mater and use the colors that I wore proudly around campus for five years — and still do to this day. The following screenshot is the end result:
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Before going forward, I must admit that I cheated to get that final look. The call for testing asked that we build from the TT1 Blocks theme. I was able to get close to that result, but I had to switch to a custom theme I have been working on to get past a few hurdles.
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I went through each stage of testing with TT1 Blocks and will cover the issues I encountered.
\n\n\n\n
Building a Higher Ed Header
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Just getting off the ground, I ran into my first issue, which turned out to be a non-issue. The internet gods decided to play a trick on me, disallowing me from editing both the Site Title and Site Description blocks. I really wanted my fictional university to be “Gutenberg University,” but I could not do so without saving my progress and refreshing the browser tab. I was unable to replicate the issue, so I am hoping it was simply a fluke.
\n\n\n\n
Using the Navigation block still seems the most troublesome area of site editing. I know how much work the development team has put behind the user experience for this feature but cannot help but wonder if there is a point where users can opt into managing its content (the links) via the traditional Nav Menus screen in WordPress. The site editor works fine for the design aspect, but I have yet to feel comfortable using it to manage links.
\n\n\n\n
This stage of testing calls for adding multiple page links as both top-level and sub-menu items. When clicking the + button to add a link, my first instinct is to search for the page itself. However, the available field is a block search rather than a page search.
\n\n\n\nAccidentally searching for link in block search field.\n\n\n\n
To add an actual link, users must first add the Page Link block. Then, they can search for a specific page. This two-step process gets me every time.
\n\n\n\n
I ran into the issue for nav menus mentioned in the call for testing where there is no space between items when used inside a Columns block. It pains the purist in me to admit it, but I had to use the Spacer block between each item to fix this. I did not need to do this with my custom theme because, I am guessing, I addressed this somewhere along the way.
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The “space between items” option also failed to work with the Navigation block, ruining one of the early design ideas I had. I decided to go in a different direction.
\n\n\n\n
Using right-alignment with the Search block did not work. Therefore, I used the 100% width option to align it with my right-aligned nav menu.
\n\n\n\n
Time and time again, I needed to rely on the Spacer block to make adjustments. Part of this was because default margins and paddings are inconsistent among different blocks. The still-missing margin controls on nearly every block also played a hand in this. This is not particularly noteworthy. The development team is aware of and working on extending spacing controls — they just can’t get here fast enough for some of us.
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A spacing issue is what led me to ditch TT1 Blocks and switch to a custom theme. The following screenshot is my final work with the former. You may notice the gaping green background between the nav menu group and the header image below it.
\n\n\n\nTT1 Blocks theme version with gap in header.\n\n\n\n
No amount of tricks or rearrangement of blocks seemed to remove that space, and I simply could not live with that. I had already solved about 90% of Gutenberg’s spacing issues with my own theme and did not feel like writing any new CSS to address this. Making the switch also meant that I could get rid of several Spacer blocks I had in place.
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Aside from dropping in a header image, one other modification I made was skipping the addition of a Button block for the latest “Covid update.” I could not bear looking at TT1 Blocks’ overuse of padding. Instead, I nested a paragraph with a link within a column alongside a Navigation block.
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As always, I enjoyed the process. This post is meant to be critical of specific areas in the hopes that it helps build a better WordPress. For all its faults, many other parts offer a solid user experience. Overall, the Gutenberg development team continues to impress.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Thu, 12 Aug 2021 03:38:38 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:14:\"Justin Tadlock\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:37;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:93:\"WPTavern: Google Site Kit Plugin Ships Hot Fix for Critical Error That Caused Broken Websites\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121388\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:231:\"https://wptavern.com/google-site-kit-plugin-ships-hot-fix-for-critical-error-that-caused-broken-websites?utm_source=rss&utm_medium=rss&utm_campaign=google-site-kit-plugin-ships-hot-fix-for-critical-error-that-caused-broken-websites\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:2688:\"
Google published an update to its Site Kit plugin for WordPress this afternoon with a hot fix for a critical issue affecting an unknown number of users. Reports of broken websites were popping up on Twitter and in the plugin’s support forum on WordPress.org. Users affected by the issue reported having a critical error on all sites using Site Kit, which forced deactivation of the plugin in recovery mode. In some cases it prevented them from accessing their dashboards.
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“On Wednesday, August 11, we identified a fatal error in the Site Kit plugin that could be triggered by other plugins or themes using an unprefixed version of Composer,” Google Site Kit Support Lead Bethany Chobanian Lang said in a pinned post on the support forum.
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Version 1.38.1 contains a hot fix for this issue, since it was critical enough to take down users’ websites. The plugin’s maintainers began investigating the issue less than 24 hours ago but are still not sure which plugins trigger the error due to their usage of Composer.
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“The reports do not include which specific plugins or themes were causing this, but the error message clearly highlighted the code in Site Kit that was the problem,” Google Developer Relations Engineer Felix Arntz said. “Technically, that problematic code had been in Site Kit since several versions ago (months back), so maybe another plugin/theme recently got updated with new code that exposed the problem.”
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After looking at popular plugins, Arntz said he hasn’t been able to find one so far that would have triggered the problem. Given Site Kit’s broad usage, other affected sites are bound to turn up once users realize there is a problem. Google launched the plugin in 2019 and has since amassed more than a million active installations. The majority of the plugin’s user base is running older versions, which may or may not be affected by the current issue.
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WordPress.org shows 35.6% of the plugin’s users are on version 1.38.x. The hot fix is not backported for older releases, but users running Site Kit version 1.38 with background updates enabled should automatically receive the fix.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Thu, 12 Aug 2021 02:34:28 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:13:\"Sarah Gooding\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:38;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:85:\"WPTavern: #6 – Cory Miller on the WordPress Mergers and Acquisitions Landscape\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:48:\"https://wptavern.com/?post_type=podcast&p=120673\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:203:\"https://wptavern.com/podcast/6-cory-miller-on-the-wordpress-mergers-and-acquisitions-landscape?utm_source=rss&utm_medium=rss&utm_campaign=6-cory-miller-on-the-wordpress-mergers-and-acquisitions-landscape\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:65517:\"
About this episode.
\n\n\n\n
So on the podcast today we have Cory Miller.
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Cory is likely well known to many of you, he’s been a big part of the WordPress community for many years. He founded, grew and sold iThemes and is now the owner of Post Status, which is a community dedicated to informing WordPress professionals and enthusiasts about the industry.
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So the topic of the podcast today is the WordPress Mergers and Acquisitions Landscape, and it’s the perfect subject for Cory. He’s been on both sides of the equation having sold iThemes to Liquid Web in 2018 and then buying Post Status earlier in 2021.
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When we talk about Mergers and Acquisitions in WordPress, it really seems to polarise opinions. Companies are being bought and sold on an almost weekly basis at present.
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There are those who worry that we’re at a point where larger companies have bought, and continue to buy up, smaller businesses. They see this as a cause for concern; a concern that we’re in danger of straying into a future where a few big brands own ‘all-the-things’.
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On the other hand there are people who see this as a sign of the maturation of the WordPress ecosystem. It’s a consequence of the success of the WordPress economy that smaller teams have a pathway to profitability, one in which the possibility of being acquired is an attractive option.
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There’s a great deal to discuss here, some of it unexpected, and I’m sure that you’ll have your own opinions.
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We try to tackle the subject by going through a list of the ‘good’ and the ‘bad’ of WordPress Mergers and Acquisitions. We don’t attempt to cover every single angle, but we do try to look at it from both sides.
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It’s great to get Cory’s take on the topic.
\n\n\nTranscript
Nathan Wrigley [00:00:00]
Welcome to the sixth edition of the Jukebox podcast from WP Tavern. My name is Nathan Wrigley. Jukebox is a podcast all about WordPress and the community surrounding it. Every month, we’re bringing you someone from that community to discuss a topic of current importance, and this month is no different. If you like the podcast, I’d suggest that you ought to subscribe, and you can do that by going to WP Tavern dot com forward slash feed forward slash podcast. Use your favorite podcast player and click the subscribe or follow button. If you have any thoughts about the podcast, perhaps a suggestion of a guest or an interesting subject, then head over to WP Tavern dot com forward slash contact forward slash jukebox, and use the contact form there because we’d certainly welcome your input.
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Okay, so on the podcast today, we have Cory Miller. Cory is likely well-known to many of you. He’s been a big part of the WordPress community for many years. He founded, grew and sold iThemes and is now the owner of Post Status, which is a community dedicated to informing WordPress professionals and enthusiasts about the industry.
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So the topic of the podcast today is the WordPress mergers and acquisitions landscape, and it’s the perfect subject for Cory. You see, he’s been on both sides of the equation, having sold iThemes to Liquid Web in 2018 and then buying Post Status earlier this year.
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When we talk about mergers and acquisitions in WordPress, it really seems to polarize opinions. Companies are being bought and sold on an almost weekly basis at present. There are those who worry that we’re at a point where larger companies have bought and continue to buy up smaller businesses. They see this as a cause for concern, a concern that we’re in danger of straying into a future where a few big brands own ‘all the things’.
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On the other hand, there are people who see this as a sign of the maturation of the WordPress ecosystem. It’s a consequence of the success of the WordPress economy, that smaller teams have a pathway to profitability. One in which the possibility of being acquired is an attractive option.
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There’s a great deal to discuss here, some of it unexpected, and I’m sure that you’ll have your own opinions. We try to tackle the subject by going through a list of the good and the bad of WordPress mergers and acquisitions. We don’t attempt to cover every single angle, but we do try to look at it from both sides. It’s great to get Cory’s take on this subject.
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If any of the points raised in this podcast, resonate with you, be sure to head over and find the post at wptavern dot com forward slash podcast, and why not leave us a comment there?
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And so without further delay, I bring you Cory Miller.
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I am here with Cory Miller. Hello Cory.
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Cory Miller [00:03:45]
Hey, Nathan. Good to see your face. And I know this is a podcast, but also hear your voice again.
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Nathan Wrigley [00:03:51]
I don’t think Cory that we need to introduce you in all honesty, I think you are one of those people that goes with no introduction, but nevertheless, just in case there is a handful of people out there who’ve not heard of you before or come across you. Would you just take a moment to explain a little bit about your journey with WordPress and how come we’re chatting to you on a WordPress podcast?
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Cory Miller [00:04:11]
Yeah. So my original start with WordPress started in 2006 as a blogger. In 2008, I started a company called iThemes. Ran that for 10 plus years, we did backups security and maintenance for WordPress websites, in addition to in the early days themes, thus the name iThemes. And then in 2018, we were acquired by Liquid Web. 2019 I started on my next chapter in my journey. Currently, I am the… I don’t know what my title is, but Post Status dot com is now I’m full owner of it. Brian Krogsgard, the founder, and I partnered up and then he is onto awesome stuff in the crypto software space. And I’m now the community lead, I guess, for Post Status, a awesome community of WordPress entrepreneurs and professionals.
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Nathan Wrigley [00:04:59]
There’s an awful lot to unpack there, but regrettably, we don’t have time to go through the history too much. But what was highlighted there is that you have been through the very thing that we’re going to be talking about because we’ve got Cory on the call today to talk about mergers and acquisitions and whether this is potentially for the good or for the bad, whether there’s upsides or downsides. And let’s go back to your journey. I’m sure that things are different now, that is to say, I think things have hotted up since you sold iThemes, probably there’s a lot more paperwork going involved and a lot more scrutiny on how things are transferred and so on. But just wondering if you could tell us, what was your journey like, how did you come to sell iThemes? What were the reasons behind it? And what were the options available to you at the time that you sold iThemes? Were there people clamoring at that time, or was it very much we don’t know, people don’t sell things in the WordPress space. How did it all work out?
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Cory Miller [00:05:47]
There had been a couple of acquisitions in the WordPress space, for sure, and I shouldn’t say a couple, numerous acquisitions in the space, but it wasn’t like the last year. Last year, the space has been on a tear with mergers and acquisitions, but there had been acquisitions before, in fact, at Post Status, we’re working on a page to document all that, the acquisitions that happened in WordPress.
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So in 2016 or so I started to think, what does the future look like? It feels like one day somebody at all the hosting companies goes, I wonder how much this thing called WordPress, what kind of footprint is it in our customer base, in our stack and somebody came back and probably said 40%, 50% or something like that, I’m sure way back in the day. And it seemingly overnight a bunch of money and attention from particularly the hosting space turned to WordPress and rightfully so, I mean WordPress is a huge CMS and its footprint on the web is enormous. So around that time, I’m seeing all these players kind of come in and, big money, start to come in, and we’re talking about billion dollar companies or billion dollar valuation companies or companies with private equity in the billions coming into the space and really turning their attention, and I thought, my job as the leader is to fast forward the movie and see where we’re going and make sure, you mentioned in our pre-talk about Monopoly, the game Monopoly, and I thought, wow, we are definitely the David versus Goliath now. We’ve been bootstrapped from the beginning from 2008 on, and what does the future look like, and our toolset, the software we’re offering at the time, it was very utility, backup security, and maintenance. GoDaddy had bought Sucuri, ManageWP. Automattic was already kind of our competition from the beginning anyway, with Jetpack and at one point their backup service VaultPress. And so Jetpack is another behemoth out there. And, I just go, I think it’s time for us to figure this out, what’s the next step in a big way, and really that ultimately came down to being acquired. We had a partner in Liquid Web. So they were obviously the first people that had been partnered with him for like a year and really appreciated their leadership team. Eventually my friend, Chris Lema joined them and then my friend AJ Morris was the one that put us on the map for Liquid Web. And they were doing some, wanting to really do some big things and WordPress and long story short that just all worked out. But for us, it was like, at what point do you just need to pull up your stakes and tents and move on and see what you can get? And two reasons, one is financial, of course, but the other is my team. You know, we had about 25 people at that time and I want to make sure our team has a place to land and a great career, and that up until that point, it was either Matt Danner and I, and we had to leave for anybody to have upward mobility really well. When we joined a Liquid Web, at the time, they were like 600 people. So there was a lot of opportunity, career opportunity to move within the company. And they were also doing some great stuff. Now, maybe early in my worries, you know, Mark from Wordfence a great founder, co-founder over there told me, he said, great book called only the paranoid survive. I spent about 10 years in paranoia, like insecurity. But it was time it’s turned out to be everything Joe Oesterling and the C Suites team over at Liquid Web, everything they said to me, they have been to the letter of their word. I have really great respect for them. And so iThemes is under the leadership now of Matt Danner is killing it. There have been on the acquisition tear in the last year.
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Nathan Wrigley [00:09:16]
It is amazing because I think there’s two sides to look at it. And we’ll explore that as the podcast goes on. There are the good sides and there’s possibly some downsides to this whole thing. And certainly from your perspective, it sounds like you had a really positive experience. You managed to hook up with a company who delivered on everything that you hoped that they would. So that’s great. But then of course, I suppose there’s the other side. The customer side, where there may be more concerns about, well, what does this mean for the product going forward? How is this going to affect the thing that I’ve deployed on all my websites? Will it still be maintained? Are these people good custodians and so on? So just to unpack this a little bit. Over the last, like you said, maybe a year or something, we seem to have a real landslide of things happening. There’s lots and lots of things, to the point where really a week doesn’t go by where there is some merger and acquisition news.
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Cory Miller [00:10:07]
Truly.
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Nathan Wrigley [00:10:07]
Yeah. You follow this probably more closely than I do, but it’s happening every single week. And some of them are big names, some of them are much smaller names, but there’s a story there every week if you choose to go and find it. I’m just wondering if you think this is inevitable. And what I mean by that is, was this always going to be the case? A rising tide carries all boats. If WordPress is getting bigger, it’s inevitable, all the things which are supporting WordPress and are built on top of it are going to get bigger as well. Did you see this happening all over the place five, ten years ago? Or did you feel yourself to be a slight exception all those years ago?
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Cory Miller [00:10:45]
No, no, no, no, no. 10 years ago I was just living my dream as an entrepreneur growing a business. Most of the time, just holding on to the runaway stagecoach and was just loving every day and every week and every month and every year of our journey. I had a five-year commitment when I started the business, because I knew I’ve been a career hopper since I was 16. I’ve had a job on average about every two years. Until I started iThemes. I knew when I started iThemes, I had to have a five-year commitment minimum just to get the bird off the ground? So when five years came up, I was like, well, do I want to renew and this is about that time that I’m talking about. And I was like, heck yeah, I want to re renew. I want to keep renewing these things. I worked with the most amazing people on earth. That were my friends and my coworkers who held my babies when they’re born, who’ve been in my house for dinners and fun times, and I got to meet their children, because we had a hybrid remote team. And so I just wanted to keep pushing renew, renew, renew, renew. And it was just at the point where I was like, I don’t know what the renew button looks like now. I probably got in a little bit of a dark space in my fast forward in the movie to the end, but no 10 years ago, didn’t understand the world of all of this M&A stuff.
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But as I’ve come to learn, this is a by-product to WordPress’ success. That’s it. First and foremost, it’s a by-product that people would go there’s money here, there’s value to capture all that kind of stuff. And this is what’s called we’re kind of seeing it, it’s call it a roll-up that they say in that kind of a industry, the M&A kind of field. You’re just seeing right now, a big roll-up going on. Small players been scooped up adding features or customers or revenue and all that, but I just wanted to keep renewing until I thought, I don’t think my chances are very strong to be able to renew, was concern for all parties involved.
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Nathan Wrigley [00:12:31]
The thing that I find curious is that I was in a forum the other day, and we were talking through this exact topic. It was a real split. Essentially the conversation was fairly polarized. It was, is this a good thing that we’ve got all of these acquisitions? Is it a bad thing, you didn’t really get to sit on the fence? You were either going to be one or the other and the people on the, this is a good thing side really were talking about the fact that this is what happens. This is a maturing thing. When an ecosystem, an area of business matures, this is what goes on. There is a coagulation that the people who’ve been successful, the people that have got the money to buy things, they go out and they shore up the offering that they’ve got. So that was the one side. This is just maturation of an industry. And then on the other side, there were the people who didn’t see it that way. And they saw it more as it’s just the big guys getting bigger, and there’s concerns there because that’s going to stifle all of the competition and we’re terribly concerned about whether or not things that we’ve been built with dedication and heart and by an individual are going to be consumed and they’re going to lose their focus and they’re going to lose their way. So it really split either way. And because of that, because it was so split, I decided that we’d take the podcast in that direction and we’d talk about the good bits and the bad bits. So let’s go with the good, let’s start with all the good things. And I actually think the good list, I was able to come up with more good things than bad things, not many more, but more, some of them really unexpected to me.
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So first of all, If you want to espouse all of the things that you think are good, and then I can do my list or I can do my list, and then you can tell me whether or not you agree with it. It’s entirely up to you.
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Cory Miller [00:14:15]
Before we dive into that, I wanted to say, if you pushed me to say yes or no on it, I’m very conflicted. Given a broad statement, I’m very conflicted. And I started to parse out, is it good for the platform, WordPress? Is it good for the entrepreneurs in the space? Is it good for the people doing the acquisitions? That’s a firm yes. The firm yes is for the people acquiring. This is a great thing for the people acquiring. Because of WordPress’ success the entrepreneurs that have built and help build WordPress to what it is today. I’m talking specifically the service agencies, the freelancers, the users, the people that built products like me and my team and others out there that have really contributed to the success of 40% or whatever the footprint is to WordPress today.
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That’s been a significant contribution by the commercial community, the Post Status type tech community, the people of WordPress. So I wanted to say that first cause I was like, oh, that’s interesting, if you forced me to pick, I’m really conflicted. But if I parse out some of those, I’m like, okay, maybe I can share. It’s still a yes here and a no there, yes here, on each audience. So all that to say, you go with your list and we can talk to you that for sure.
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Nathan Wrigley [00:15:25]
Okay. So this list in part came out of conversations that I was having with people who had been in the middle recently of acquisitions, and some of them were unexpected to me. I couldn’t have worked them out myself. So imagine you’re working in a company, a small company, much like you had at iThemes, 25 employees. Curious thing, better working conditions came out. So that is to say that the people working at the small company are now working at a big company and they were able to make use of all sorts of things that weren’t available to them. So that might be heathcare.
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Cory Miller [00:15:59]
Yeah, I would reframe the phrase, working conditions to benefits and the worker benefits, absolutely, at least in my case. Way better PTO policies, way better health insurance. I’m still on Liquid Web, we went on what’s called Cobra because my wife worked there before we were acquired, by the way she’d worked there three or four years or so. And then when she left last year to start Content Journey for her business, we continued on with Cobra. I’ve been on Liquid Web health, probably five years, I think, five years now, I want to say. And so absolutely. And most of the other ones, yeah, they can do it at scale. So, yes.
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Nathan Wrigley [00:16:35]
Yeah, you’re right. I don’t know why the word conditions came into my list of there, but yeah. So job security. Better healthcare and… the UK, we have a different healthcare system and it doesn’t require quite so much money up front if you know what I mean? So those kinds of things don’t matter.
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Cory Miller [00:16:50]
Ah, so jealous.
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Nathan Wrigley [00:16:52]
Well, yeah, health insurance and so on. But then, more of the nuts and the bolts. There’s obviously more resources to throw the development of the project, because it may be the developer of a particular project. Maybe they were a solo person, or maybe they were working with a small team and they’d reached the end game of what it was that they felt that they could achieve. That really, they were running out of runway. They’d run out of inspiration, perhaps they were fed up with it and it gave them an opportunity to hand it on. Maybe they’re going to carry on the journey. Maybe they’ve been acquired as a part of the deal, but it gives them more people to talk to more ideas and more resources to update their plugin, theme or whatever it might be.
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Cory Miller [00:17:32]
I would say yes, with this caveat, is the direction is no longer in the hands of the original founder, entrepreneurial team, always, there’s new owners, they get to decide what the direction is. That’s why you got to be really careful what you carve out in your agreements. But, it’s a new owners. Yes, I would think for sure, like us going to Liquid Web, we had the resources of a hosting company who owned their own data centers. I want to say that again, hosting company actually owned their own data centers, which I had set foot in and go, wow, this is kind of rare in today’s age. So that was exciting for us because we’re like, what would happen if we could control the server hosting environment. Wow. Okay. That’s awesome. So, yes, I think in theory and most what I’ve seen in practice, absolutely more resources in terms of team products, money, even to fund.
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Nathan Wrigley [00:18:26]
Yeah, I guess everything that we raise on one side probably has a flip side, but in this case, I think we can easily understand and pass the good side of that. The other thing of course is that if you bring along your product or service, just to keep it simple, let’s say that you are a plugin developer and you brought along a plugin, then you are rolling into a bigger ecosystem of plugins. And so it becomes a more desirable thing. So from the end user’s point of view, my point of view, if I can subscribe to one subscription service and get four or five different plugins all rolled into one. That’s a real benefit for me. I’m getting them from one vendor. I’ve got one support channel, one price to pay. And I don’t have to worry now about those three or four different plugins, which I’m hoping will cobble together and make my website work perfectly. They’re now being managed by the one team. And so there’s something to be said about the fact that it’s all getting rolled in and you might have just one subscription. I mean, obviously you tried to do that and succeeded with that at iThemes, you had a whole bunch of stuff going on, loads of different things and having them all under one subscription was a great offering. And the bigger that subscription gets in the more things that you can feed into it, the better it is.
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Cory Miller [00:19:38]
Yeah. I think the team that probably does this the best that I’ve seen is Syed and his team over at Awesome Motive, which has brands of Optin Monster, WP Forms, Monster Analytics, all that. I don’t know if I see a lot of cross selling going on, but I see them being able to take products and promote to an ecosystem to expand that. You’re right, at iThemes we call it the Toolkit and it was like the treasure chest. I don’t know if you ever get to a dentist’s office, and there’s this big treasure chest, like a pirate treasure chest. And after you get your teeth cleaned or whatever you did, you can go and dig through that. And that’s the way I thought about our toolkit. If I fast forward the tape, I want to see a company within the space actually do that.
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I don’t know if I see that right now, one subscription to rule them all kind of thing. I get hosting. I get my plugins, maybe themes in there too, but really, hosting and plugins. I want to see a company doing that. Maybe if we get close to that is maybe Jetpack, where they bundled security and backups and maintenance. And now they’ve got these, in their whole ecosystem. Jetpack just rolled out their own mobile app. That’s really interesting to me where it’s like one price, because here’s the problem. Nathan, you’ve seen this, you know this. Wix, Weebly and Squarespace, when I first started back in 2006 with WordPress and in 2008 with iThemes, we could gobble up all this, what I probably think of as the lowest end of the market, the ones that I just want to buy hosting for five bucks a month, they want to get a domain name and cobble their site together and do it for under a hundred bucks a year or something like that. Wix Weebly Squarespace came on the scene. I can’t remember what it was. I want to say 2013, 14, 15, somewhere around that maybe, and started eating at that bottom level. And now as WordPress has gotten more complex and maybe the dashboard hasn’t been updated as much as it should have been, Wix, Weebly and Squarespace come in and just provided this complete ecosystem for one price.
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They don’t have to go over here and buy a theme or plug in and pull it in, separate recurring fees and all that stuff. I don’t have to worry about updates because it’s SaaS and they started eating at the bottom of that. Now that affected our theme business in a big way. And that’s a dynamic I’d love to see like awesome motive can pull it off. GoDaddy can, they’ve made some huge strides with their onboarding. It is pretty dang incredible. I think WP Engine has with their Studiopress acquisition is starting to do some of this, pull it in, into their ecosystem. Liquid Web for sure. Now they’ve rolled out Stellar WP, which is basically their brain for all their WordPress products, but I want to see it. I want to see it. I don’t have to have 15 subscriptions, I can have one. Now somebody smarter than me, with financial engineering is going to have to do all the math and see if that plays out. But I want to see it as a user.
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Nathan Wrigley [00:22:24]
I feel that that’s the inevitable direction of travel and we’ll come back to that because I think possibly that has negatives as well as positives, but yeah, good point. Although the promise of one subscription is a nice one. We don’t appear to have that.
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Cory Miller [00:22:38]
You mentioned, here’s a subset of this whole conversation is WooCommerce itself. WooCommerce is a platform in itself, even though it’s technically a WordPress plugin and all that. But its footprint is enormous. It’s the default defacto software e-commerce software on the planet and it’s going to be for the foreseeable future. But if you have five ad-ons, you could probably go through the store to do that. Again, somebody had done initially when they rolled everything together, it’s like how much you would spend on a WooCommerce store. I have any commerce operation I’m partnered in called the vidibars dot com [?] And it’s my first physical product and stunt months it’s Anna’s who runs it, CEO, but we are not going to go with WooCommerce, we’re going to go Shopify. We were started on Big Commerce. Because I didn’t want to handle the tech stack. I’m not a developer. I might seem sometimes like one second at a, you know, a whole interview that I know what I’m talking about, technically, but I wanted to relay all that over there. I didn’t want to have to worry about separate plugins and updates and potential car crashes. I wanted SaaS for that. So we went Big Commerce, now we’re going to move over to Shopify soon, and it’s probably going to be cheaper than tagging those together. I think WooCommerce is fantastic, but that’s this result of now one company can controls the ecosystem too, which it has all along, but, you start add up these separate things and it’s quite a bit of money.
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Nathan Wrigley [00:23:58]
Yeah. So a good example of that would be Stellar, who just recently acquired Iconic. So they’ve obviously got the hosting side taken care of, and now they’ve got Iconic WP, which is a suite of WordPress plugins specifically for WooCommerce. You feel that that could become an interesting rival for something like shopify in the e-commerce space because you know that those plugins are going to work. Hopefully they’ll maintain them. They’re going to sell it as a part of a package. Presumably the support will go with it as well. Just feels like that could become a one subscription rival. And then of course you’ve got companies which are still independent, people like Yith and so on, who knows maybe by the time this goes out that have been bought. But for now, it remains by itself.
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Okay. That’s intriguing. The other thing which occurred to me is still on the good, is innovation. The ability to innovate, and grow things. Obviously, if you are a solo developer, you are probably hands down, writing code most of the time, your ability to market is going to be constrained. And I actually see this quite a lot in other things that I do. I get quite a lot of email from people who have been building their own plugin. They’re simply asking for a bit of advice and a bit of help. And can you assist me in marketing this and you feel that the quickest way to do that would be if it was sold and then the company who have all the chops, they have a marketing department, they could do that on your behalf. So I saw that as another possible area, the ability to grow it, market it, and just push it out in front of more.
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Cory Miller [00:25:29]
Yes. If the leverage all, when you pull in, let’s say in your latest example, Iconic. Pull their customer base and then be able to share that with the Liquid Web, Nexcess customer base. That’s awesome. Fantastic. Yes, absolutely. From an innovation standpoint, I will say my commentary on it and you probably have bad where I can say good or whatever, but my thoughts are, you and I root for the little guy, the David or the Sally or whatever, we root for the entrepreneur. I think today, capitalism or entrepreneurship, the ability to go out there, make money by innovating and serving people and their problems. Now I subscribe to the mantra of purpose plus profit is awesome entrepreneurship. It’s not just profit. Profit shows, we’ve seen so many weak, terrible examples of people bulldozing other people to just make a buck. I don’t believe in that kind of entrepreneurship, but the real awesome entrepreneurship when you want to innovate to serve someone’s need better, make their life better, that kind, I bet on all day, every day, because that’s where I think innovation comes. Not to say that innovation can’t come from any of these companies. It can and does, and will like, for instance, in 2015, 16, maybe, people they’d ask me, do you think someone can start a theme business in 2016, 15, 16. And I was like, no, I don’t think so. I think the likelihood is very small that would be successful. And then you had companies like, even though they’re, I guess technically a plugin, Beaver Builder. You had Elementor, even though those we could nuance that and say their plugins and all that stuff, they innovated in the theme space. And I was like, nope, it’s done. But see there again, entrepreneurs will prove you wrong. They’ll show, I’ve got an idea, I’ll execute on the idea and innovate for my customers. And I did look at those two companies, Elementor is gigantic. They are a platform in itself just like WooCommerce is a platform within a platform, but they’re a platform. So I think innovation happens in the spark from entrepreneurship, but that’s my comment there. It will happen at the bigger companies for sure.
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Nathan Wrigley [00:27:42]
Maybe it starts with the smaller companies, that seems to be my experience, certainly over the last 10 years, is that the real fascinating innovation is happening on the solopreneur side or the small team side. And then I wonder maybe it gets stifled a bit, but certainly from a marketing point, you’ve got the opportunity to spread your message wider. That’s interesting.
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Cory Miller [00:28:03]
This comes back to our discussion. Overall, our theme is M&A, and let’s take a company like Apple. Huge. I mean, insanely profitable on that. The one I think about a lot is Shazam. It started out as an app on the platform where you could hear something, push the button and like me, this is how I learned, finding music is like, I would Shazam it and it would tell me what the song was and then I’d go buy it from iTunes.
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Well, Apple at some point goes. Wow, this app is big, they have technology we want. I don’t know if Apple actually acquired them or how. I think they eventually did. And I don’t know what the details were, but think about that big company like Apple known for innovation takes a smaller startup, pulls it up into their platform. That’s a great example of how M&A can work, where the smaller people, the innovation labs known as entrepreneurs in my mind get snapped up by the bigger one, that’s harder sometimes to innovate on a large scale like that and pulled in and done that. parts of iThemes we’re a strategic acquisition for Liquid Web in that we had iThemes Sync, which does software updates, theme plugins for wordPress websites from one dashboard. They wanted to do that in their product. Cool. Now they got to do that with that product. So connecting that back, you see how there’s an natural progression of flow, where an industry like a WordPress starts, at least entrepreneurs innovating, putting products out, making money, and then big money comes in and goes or big companies, whatever, and I was like, wow, let’s see what we can do. And they start to pull these pieces in. Like Iconic WP. That is a great product set. I know James, he’s a member of Post Status, talk to James. I love his products. That’ll be a great add on to whatever WooCommerce hosting that Nexcess – Liquid Web has, you know, to accelerate, I guess, is the word, accelerate their technology.
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Nathan Wrigley [00:29:50]
The big companies, which as you say are often hosting companies, they get to fill in the gaps as well with their offering. You just described Shazam, it’s a perfect way of Apple making more money because you discover it and you go and buy something off iTunes. Nearly said iThemes then. And so it just fills in the gaps. You can acquire things where you feel that you want to be going in this direction as a bigger company, but you don’t have that technology, build it yourself, or just buy it out from somebody who’s already built and on 90% of the hard work that you need.
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The other option of course, is just from the point of view of the developer, they might want to just move away. They may just wish to have a slightly different life. They want to stop what it is that they’re doing and having a bulk injection of cash very quickly and suddenly being able to take a breather and reevaluate what it is that they want to do with their lives. I know that’s a bit of a peculiar one, but I’m sure, maybe there was a bit of that with what you were doing at iThemes.
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Cory Miller [00:30:40]
You mentioned that in our pre-talk with Elliot Condon, from Advanced Custom Fields, that’s the stories. I don’t know him personally, but everything I’ve heard and saw written about it was he wanted his startup baby to go to a good company. And it did with Delicious Brains, and Brad Touesnard over there is fantastic, and this whole team. But Elliot was ready for a next chapter and whatever that is, he was ready for the next chapter. When I was going through mine, I will not say Nathan, consciously, it was like, I’m ready for my next chapter. I was really in, oh, wow, we got to figure this out. I got to transition our team, make sure they’re taken care of. I want to pull value out of the business, that’s my 401k. That’s my nest egg, was the business. And so all those things needed to happen, but I’ll tell you now what, three years after it, I needed a kick in the butt for my next chapter, I would have kept pressing renew and what had happened to me and here’s the downside for entrepreneurs is I put, at some point you experienced some success and you’re like, oh gosh, this was tough. Maybe I just want to sit back and enjoy the ride for a little bit. But what happened was I put my career, my skills on autopilot and didn’t really grow some key skills, cause I didn’t have to. What the acquisition did, and when I left was actually put me in the box of like no other torch, you got to. I didn’t get live on a beach forever money. And I didn’t, I don’t want to live on a beach forever. I want to work. I want to do things that makes people’s lives better. And in this thing we call video game, we call it entrepreneurship, but I’ll tell you, in retrospect, looking back, I needed that, even though I hated, I still miss my team, I still miss my friends. I still get to talk to some of them, but I’m like, I miss those people. They were incredible people. They still are. That was the biggest pain of that. The other probably secondary was identity, and, what am I going to do next? I didn’t have a plan B. I put all my eggs in one basket.
\n
Nathan Wrigley [00:32:38]
It’s just a great option though, isn’t it? You mentioned Elliot in that particular case, if those were the thoughts going through his head, he could either just walk away from it, and let the product stagnate, or he can move it along to somebody that he, in his case, like you said, Delicious Brains, trust them feels that that’s a perfect place for it to go. He’s happy. It’s going to have a good future. Millions of people are using it and they continue to be happy, but also he gets to do what he wants, which is to take a bit of time out and have a bit of a change of lifestyle, which is really nice.
\n
Okay. That’s my list of goods. I don’t know if you’ve got any that you feel we missed, but we’ll move on to the bads if you don’t.
\n
Cory Miller [00:33:16]
No, let’s go.
\n
Nathan Wrigley [00:33:17]
Okay. Let’s do the bads. One of the things which I fear in all of this is the stifling of competition from it. So you get to the point where a particular product has so much reach. It’s got so much marketing clout, they’ve got all the money to spend on the advertising of it, and it just becomes… there is no competition. The other thing which I’ve seen happen, I won’t mention any names, but people who have the money simply buying out the competition and then just letting it go to waste. They literally take out the competition with money so that their own product is the last man standing for want of a better word. So I don’t know if you have any thoughts on that, but that was one negative.
\n
Cory Miller [00:33:58]
Your competition is a very valid point because what happens when there’s only four players, right? Which, it may be like four players in a couple of years, four or five, maybe, I don’t know. And that’s a very fair point that you see these entrepreneurial companies like us. We’re scrappy. Every day, we felt like we had to wake up and earn our right to continue to serve our customers because we’re not hugely funded and got all the steam in the world to own it. We were ultimately building on another platform and actually two platforms, WordPress and hosting. Whatever the hosting company they were with.
\n
So I think that’s a very fair point, like competition, where you kind of seen that within the managed WordPress hosting industry, look at all the different players. And I won’t say about names cause you know them all, but go and just research and look at the prices and the feature sets. They’re pretty similar. I know because about six months, eight months ago, I was looking for managed WordPress hosting. I was dismayed. So you see that where I’m not saying there’s collusion or anything, but you go, well, there’s just this many competitors. They’re going to all look at each other and see how they can co-exist and outmaneuver each other.
\n
But I fundamentally believe even though I hated us as an entrepreneur, Nathan, I’m never going to tell you otherwise I hate competition as entrepreneur, but it is absolutely essential, for entrepreneurs for our customers because without competition, you’re absolutely right. So they’re going to be in a monopoly and then you can force any changes out that you want.
\n
A great example of this is Google. They are dominant. And from the beginning I’ve been saying like a broken record, their thing was don’t be evil. Well, I want to have a sign up that says Google… remember… don’t be evil. Remember this are you straying against this, but that’s the pressure we put within the environment because all those publicly held companies have stockholders to satisfy that stock price, they manage religiously because it’s part of their job security. And unfortunately, this is a system we’ve created is that they’ll keep pushing down and ultimately become about money. It’s a big cycle that I’ve seen that I just baffle at. Down here at the bottom, you got people that have 401ks., Like I had at Liquid Web and my team had it and iThemes and all that. Right. And that gets invested into the stock market and you want it to grow. You expect it and demand it to grow. Well, on the other side of this equation are the people that are at these big companies that you’ve invested your nest egg into you. And what’s the message out? Go increase value, make sure it’s whatever percentage, year over year, quarter over quarter, all that stuff.
\n
And it’s a vicious cycle where then they push it back down to the same people contributing to the 401k to say more money, more money. We got to have this money. It’s a crappy viscious cycle. Back to your competition thing. That’s part of it. I think competition is good for the space and ultimately for the user, particularly the WordPress user, you got my diatribe here.
\n
Nathan Wrigley [00:37:10]
No, no, that’s good. It’s a pleasure to hear it. I guess the flip side of that might be the country argument may be that in a vacuum where the competition has been basically bought up, possibly stifled. The vacuum creates the opportunity for the next round of people who suddenly want to fill up that vacuum with their own plugin, keep saying plugin, it could be anything, but we’ll go with plugin.
\n
So, okay. All of the decent things, decent plugins in the WordPress space have been acquired by these large companies. Now there’s space, now I can come in and pivot and of course the question is, whether you’ve got the nouse to compete against the giant marketing budgets, but yeah, Google was a great example. It became something gigantic. It became the incumbent. And at some point there’s no choice left. If you want to have a decent search, they seem to be the way to go.
\n
Okay. What about this one? The fear that licensing or terms and conditions that you signed up to, maybe changed. So a plugin is acquired by another company. You’ve got it as a WordPress website builder or developer, you’ve got it on 50 sites spread around the internet and it works, and you read through the terms and conditions. You know what you’re expecting, you know, what your license fee is, you know, the tier that you’re on that fear that whoa, hang on. This is all going to change. I don’t know what’s going to happen now. All of my websites are in jeopardy. That’s a thing.
\n
Cory Miller [00:38:32]
I’ve seen it happen. You’ve seen it happen, Nathan. And I’ll tell you. My values are and do right. Do good. And then you do well. If you do right and good in the world, right? And well in the world, or good in the world, you should do well. If you serve people and help them make their lives better, you should do well.
\n
You should be handsomely rewarded for that. But sadly, I’ve seen companies that kind of went back on their word or whatever had been initially agreed. And I would challenge my colleagues and my friends in the space not to do that. Do right. Do good by people, which means honoring your word. And if you did a lifetime deal or you did something like that, you got to honor that because I’ll tell you, I think in the future, Nathan, there’s going to be a swell of, in the United States back in the early part of 20th century we had unions. They came about because they were needed because workplace conditions were terrible, particularly in manufacturing and these unions sprung up. Now, today, we see some of those professional unions going down, but I think in the future, there’s going to be consumer unions. And you talk about one that’s like right, for a consumer union, it’s called WordPress, the WordPress community, because all the people around there can band together and say, we won’t accept what you’ve done.
\n
I think that’s going to have to be the way, we the people are going to have to band together and say, no, that’s not right, Google, don’t be evil. Facebook, don’t be evil. We’re going to have to band together and put our force. And that’s the only way. And the way you do it, as you hit their hot pocket book, we felt like every customer came in with a dollar voted for our business. And if they stop paying, they voted our business out, out of office or whatever you want to call it. And we can do that, Sally is going to have to happen in the future is because there’s going to control so much of the space. So much of the key parts of the board that consumers are going to have to band together and say, no entrepreneurs are going to have to rise upand say, here’s my innovative solution. Thankfully, we have a little bit of the GPL to cover us maybe downstream. That is one. I’ll give it to Matt Mullenweg, he’s been the champion of the GPL from the beginning. Keeping products that aren’t SaaS, particularly in the WordPress repo, GPL. And I applaud him for that. I haven’t always agreed with him, but I’ve respected them. And that’s one that I think will help ultimately the WordPress user in the future.
\n
Nathan Wrigley [00:40:54]
Good point. That’s one of the things I’ve got down, neither in the good, nor the bad side, is that depending on how it goes, somebody with the right skills can just fork, whatever it is that they feel aggrieved about. But it does concern me that the terms and conditions change, we had a really good example of that not so long ago where there was confusion, it would appear. I think it was a tweet or an email or something led people to believe that the licensing terms were going to be changed. And then the social media storm happened. That seems to be the way at the moment to get everybody’s voices out and say, we don’t want this to happen, please honor what was the case, and in this particular case, you’ll probably know what I’m talking about. The company said, oh, okay, that’s what you want, that’s what we’ll give you. And it all resolved itself very quickly, but concern that those kinds of things in the future will happen. Especially if you’ve got a plugin, which is used on millions of sites and literally as the underpinnings of your website business, that would be terribly, terribly worrying.
\n
The other… an another concern that I’ve got is the simple acquisition of the audience. You are buying the plugin. You have no intention to maintain it at all. You are just buying, dare I say it, you’re buying the opportunity to put a little advert in people’s WordPress admin area, or you are buying an email list or what have you, and I’ve seen that happen as well. So that’s a point of concern, not often, but I have seen it happen.
\n
Yeah. It’s an effect, potentially effect of all this, but that’s back to let your voice be known. WordPress is so strong because, it’s eclectic, it’s so diverse in a good way, but democratize publishing is the WordPress mission. And so like that means have your voice, say your voice, share your voice. Even if I don’t like it, I still promote it. WordPress users are going to have to wake up. And I’m going to say it again. WordPress users have to wake up. They have to let their voice be known. They have to find the place to let their voice be known and congregate and share and rally.
\n
Now it doesn’t mean like a coup all the time. It means, let your voice of displeasure be known. Mostly, I love how WordPress has been built. Obviously I’m so thankful for the thousands of contributors that have made WordPress, what it is today, selflessly over the years to build it to what it is today.
\n
I’m so thankful for that legacy and their work, but it’s also a meritocracy where when you contribute and we listen to people. By and large, we, the community listen and let the minority voice be heard. And it’s one of the great things about our community is you can have a voice in the community if you choose so. WordPress users have to start choosing to do so.
\n
That is basically my list. There’s a few others, but that was my good / bad list. I have a question for you to round us out and it’s a peculiar question and it’s yes, no, you got a binary choice or I suppose you could try and sit on the fence on this one.
\n
Given the exact same plugin from a big company or a, let’s say solo preneur or a small company. So literally if they were the same Who would you buy from?
\n
Cory Miller [00:44:04]
Solopreneur every single day.
\n
Nathan Wrigley [00:44:05]
Really. That’s interesting. And is there a reason behind that? So obviously we’ve had this discussion, we’ve decided there are these merits and there are these drawbacks to both sides of the argument. Why that way?
\n
Cory Miller [00:44:15]
If there’s feature parity, both are doing what you need, and you can rely on support and updates and all that, solopreneur every single day. Because I go back to man, I root for the entrepreneur. I am an entrepreneur. I root for the entrepreneur. So I would for sure lend my support to the entrepreneur over the big company every single day.
\n
Like I’m going to go for the David over the Goliath. Every single day I’m going to root for the underdog. That’s what I take a lot of calls I don’t get paid for from Post Status members and others asking, hey, how did this acquisition? Can you give us any tech ways? I’m always eager to have those calls because I’m trying to walk the talk
\n
I root for, I believe in the entrepreneurs. I think entrepreneurship as a career vocation in the world is a sacred one. It’s a noble one. If done right. If we do the kind of equation. Do good, do right in the world, and you should do well in the world. What happens when it gets poisonous and terrible and all that is when the script gets flipped and people just say, oh no, no, the equation just profit, profit, profit.
\n
Well, I’m sorry if you’re just in the profit, profit, profit, and you bulldoze people, I hope you fail. You’re not in the entrepreneur category, you’re a mercenary. Only about profit. So that’s why he said, this is binary and I gave you all this commentary, but I root for the entrepreneur and the one that’s doing it right, and doing good for people and serving people and taking care of their people, customers and their team. I’ll put my money there every single time.
\n
Nathan Wrigley [00:45:46]
Really interesting. I wonder what the take-up would be from the audience listening to this, which way they would flip on that one. I had a comment, I said earlier that I was, and I’ll round it out here. I was in a forum and we were talking about this exact same thing. Somebody in that forum, I won’t mention the name in case they didn’t want it to be mentioned, but they compared the current marketplace for WordPress to a game of Monopoly. And in that game of Monopoly, we’re at the stage where the houses are being slowly replaced with hotels.
\n
And what was once a fun game starts to get really serious. And big money starts to move around the board and things blip out of existence with one roll of a dice. It’s just struck me as a perfect moment. We are putting hotels on the board, the WordPress board. Fascinating.
\n
Cory Miller [00:46:32]
That’s a very good example or analogy or metaphor, whichever one it is.
\n
Hey, here’s another question. I’ll answer. I’m going to give you a question and I’m going to answer it. If I have a chance between a non WordPress company and a WordPress company, who am I going to buy from? And that includes Automattic. I’m going to say WordPress every single time. I’m going to go with a WordPress company for sure. I am a customer of all the companies we’ve talked about. Including Automattic. I give my money to those. So WordPress company over non-WordPress company, I’m sorry. I’m biased. I’m going to pick WordPress. Just why I live in Oklahoma. I root for every Oklahoma sports team, because this is my home.
\n
WordPress is my home entrepreneurs are my people, which is why I love what I do at Post Status. Cause it’s the club. It’s the tribe. It’s the community of WordPress professionals. So Viva WordPress and viva the entrepreneur.
\n
Nathan Wrigley [00:47:23]
Cory Miller. Thanks for joining me on the podcast today.
\n
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Wed, 11 Aug 2021 14:00:00 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:14:\"Nathan Wrigley\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:39;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:112:\"WPTavern: Elastic Hits Back at OpenSearch, Making Client Libraries Incompatible with Amazon-led Open Source Fork\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121321\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:267:\"https://wptavern.com/elastic-hits-back-at-opensearch-making-client-libraries-incompatible-with-amazon-led-open-source-fork?utm_source=rss&utm_medium=rss&utm_campaign=elastic-hits-back-at-opensearch-making-client-libraries-incompatible-with-amazon-led-open-source-fork\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:7215:\"
In what appears to be a slap back at the open source fork, Elastic has begun making its client libraries incompatible with OpenSearch. The Python client was updated to perform an API request that will verify connection to Elasticsearch and raise an error if it doesn’t receive the proper response. The PR received 40 “thumbs-down” reactions from the community and a brief round of criticism before the discussion was shut down.
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“It’s disappointing to see this,” Invenio product manager Lars Holm Nielsen said. “You’re forcing us as bystanders in a battle to choose sides. We develop an Open Source product that could likely easily work with both Elasticsearch or OpenSearch and then the users can choose for themselves if they want Elasticsearch or OpenSearch.
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“Now, instead, we likely have to make choice for all our users if we want OpenSearch or Elasticsearch. This and other behaviors from Elastic really does not give me any confidence in Elastic and what you might do in the future. And don’t blame it all on Amazon – you’ve already changed the server license, you didn’t have to make this move.”
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Elastic Senior Engineering Manager Philip Krauss responded before turning off comments on the discussion.
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“Amazon OpenSearch is a different product,” Krauss said. “And while there is some shared history, there are already many differences that cause real confusion and issues.”
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Kudos to @elastic for making us all collateral damage in its war with @awscloud. It\'s my bad for pinning dependencies as >=7.0.0,<8.0.0 and getting this update automatically on a deploy. But still, pretty crappy to break the ES python package for anyone using AWS. #elasticsearchpic.twitter.com/Vb5VatOXdl
Elastic Senior Engineer Steve Gordon said the change is not breaking in supported configurations and that the intent was “to make this incompatibility explicit by failing fast to avoid consumers incorrectly assuming they are running in a supported configuration which is not tested and may not function as expected.”
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Last week, OpenSearch responded to Elastic’s recent changes that render many clients incompatible, by committing to create a set of new client libraries that make it easy to connect applications to any OpenSearch or Elasticsearch cluster:
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Many developers who use Elasticsearch and OpenSearch in their applications also make use of the open source client libraries maintained by Elastic, which provide convenient high-level interfaces for several popular programming languages. Over the past few weeks, Elastic added new logic to several of these clients that rejects connections to OpenSearch clusters or to clusters running open source distributions of Elasticsearch 7, even those provided by Elastic themselves. While the client libraries remain open source, they now only let applications connect to Elastic’s commercial offerings.
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OpenSearch published a list of a dozen clients for which contributors plan to create forks that will maintain compatibility with all Elasticsearch distributions, even those produced by Elastic.
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“We do not recommend updating to the latest version of any Elastic-maintained clients, as this may cause applications to break,” OpenSearch maintainers urged users in the latest project update.
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Elastic’s decision to prevent official clients from working with open source forks has further undermined any remaining goodwill the company had after re-licensing Elasticsearch.
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“Looks like Elastic has sucked all the benefit they could from open source and is now spitting out the bones,” OSI Director of Standards and Policy Simon Phipps said.
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10up, makers of the ElasticPress.io service, one of the most prominent Elasticsearch-powered products in the WordPress ecosystem, is still considering its next move after Elasticsearch abandoned its open source licensing. The company is not in any hurry to choose sides. Vasken Hauri, 10up’s VP of Platforms and Systems, said the dispute “isn’t something that we’re concerned about in the near term (the next 2-3 years).”
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Upgrading past Elasticsearch 7.11+ would require making a choice between continuing on with Elastic’s proprietary offering or switching to the open source fork. Hauri said that the company is “barely taking advantage of most of the features Elasticsearch offers now” and projects that the current roadmap “could probably run another couple of years without any need to get new features from Elasticsearch.” For the time being, the 6,000+ users of the ElasticPress WordPress plugin and customers of the ElasticPress.io service have nothing to worry about as a result of Elastic’s renewed war with Amazon.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Wed, 11 Aug 2021 05:46:54 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:13:\"Sarah Gooding\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:40;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:82:\"WPTavern: Emoji Toolbar Plugin Brings an Emoji Picker Back to the WordPress Editor\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121332\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:209:\"https://wptavern.com/emoji-toolbar-plugin-brings-an-emoji-picker-back-to-the-wordpress-editor?utm_source=rss&utm_medium=rss&utm_campaign=emoji-toolbar-plugin-brings-an-emoji-picker-back-to-the-wordpress-editor\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:3419:\"
Earlier today, theme.es released its Emoji Toolbar project to the plugin directory. It is a simple picker that integrates with the WordPress Rich Text toolbar, allowing users to insert emoji directly from the editor interface.
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After Nick Hamze pulled his Emoji Conbini plugin from WordPress.org last year, there has been an emoji-sized hole in my editor toolbox. The plugin was the perfect implementation for quickly plopping a quick smiley face or any of the other thousands of characters available. Unfortunately, his departure from the WordPress space meant losing one of my favorite block-related plugins — and several others that I enjoyed.
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It was also on par with 10up’s Insert Special Characters plugin, a solution for users missing a similar picker from the classic editor era.
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Emoji Toolbar is filling that void and is a solid alternative for those who need a solution. The difference between the two implementations is the location. Emoji Conbini added the picker button directly to the toolbar, and Emoji Toolbar adds it to the “more” dropdown.
\n\n\n\nClicking the Emoji button in the Rich Text toolbar.\n\n\n\n
Placing the picker button inside of the dropdown makes it a little harder to find. It also requires an additional mouse click to insert emoji. What matters is that the implementation works, but I would love to see it as a top-level toolbar item.
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Using the plugin is a simple matter. When in a Rich Text field, which includes blocks like Paragraph, Heading, List, and more, the Emoji Toolbar appears in the block toolbar. After clicking it, the plugin creates a popup of the emoji picker.
\n\n\n\nEmoji Toolbar popup picker.\n\n\n\n
From that point, users merely need to click the emoji they want to insert into the post.
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The plugin bundles the Emoji Mart library, which has quickly become almost a standard for emoji pickers. The component is a Slack-like box that categorizes each of the characters, and it provides a field for searching for that perfect emoji.
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There is still at least one emoji inserter alternative. Instead of adding a picker to the block toolbar, Emoji Autocomplete Gutenberg allows users to type : and use keywords for inserting characters. For those who prefer to work from the keyboard, it is a quicker method.
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Emoji Toolbar shines over Emoji Autocomplete Gutenberg and the now-retired Emoji Conbini based on how it formats its output. It inserts the actual characters into the content, but the other plugins insert an <img> tag instead. That method results in output that is not forward-compatible with any changes in the future or alternative libraries. Users who also prefer to disable image output on the front end cannot do so. This is a non-issue with Emoji Toolbar — it plays well with other solutions.
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On the whole, the plugin is solid. It has well-written code and provides an easy-to-use picker for inserting emoji.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Tue, 10 Aug 2021 21:10:04 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:14:\"Justin Tadlock\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:41;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:68:\"WPTavern: Automattic Invests $30M in Titan, a Business Email Startup\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121219\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:177:\"https://wptavern.com/automattic-invests-30m-in-titan-a-business-email-startup?utm_source=rss&utm_medium=rss&utm_campaign=automattic-invests-30m-in-titan-a-business-email-startup\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:4291:\"source: Titan.email\n\n\n\n
Automattic has invested $30 million in Titan, a professional email suite aimed at businesses and companies offering white-labeled email solutions for customers. At WordCamp India 2021, Automattic CEO Matt Mullenweg said that the company had just made “a pretty large investment” in the India-based startup and stated that it “will be a big part of how WordPress.com offers email going forward.” The Series A investment in Titan is Automattic’s largest to date and values the company at $300 million.
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Although Automattic has gained notoriety for its “no offices or email” approach to business, most of the working world has not yet transitioned away from relying heavily on email.
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“I think email is definitely on its way out, between things like P2 and Slack, which is a work place chat tool,” Mullenweg said on Glenn Leibowitz’s podcast in 2015. “Email just has so many things wrong with it. I’ve never heard anyone who’ve said they love email, they want more of it–have you?”
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Six years later, email is still a reliable source of misery for most working people, but Titan aims to transform it into a more meaningful communication channel for businesses with help of Automattic’s investment. It includes features like scheduled send, follow-up reminders, smart filters and custom folders, email templates, and white labeling with deep integration for various platforms.
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WordPress.com’s marketing has increasingly been aimed at small businesses over the past few years with a strong push for users to make money by selling things through their websites. It’s easy to see how Titan makes sense as a supporting product that legitimizes any business with a custom branded email address. Customers who have registered, transferred, or mapped a custom domain through WordPress.com are offered a three-month free trial of Titan-powered email services.
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Setting up custom branded email addresses separately would be a much more inconvenient process and most customers with custom domains are likely better off rolling email services into their existing WordPress.com setup. This strategically enables WordPress.com to be more of a one-stop shop for business needs. People are often reluctant to change their email providers so Titan has the effect of making WordPress.com’s products a more sticky subscription that would require some effort to reproduce elsewhere.
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“We need an alternative to Google and Microsoft, which have started to monopolize email,” Mullenweg told Bloomberg. “Of about 6 billion email accounts in the world, only a fraction are small business email accounts and they need a product that’s focused on their needs,” he said.
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After just two years, Titan has more than 100,000 small business customers. In addition to its relationships with WordPress.com, HostGator, NameSilo, and other web providers, Titan aims to grow its customer base by partnering with popular hosting companies, domain registrars, and site builders.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Tue, 10 Aug 2021 04:52:31 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:13:\"Sarah Gooding\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:42;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:74:\"WPTavern: Is WordPress Development Really All That Hard To Get Into Today?\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121083\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:191:\"https://wptavern.com/is-wordpress-development-really-all-that-hard-to-get-into-today?utm_source=rss&utm_medium=rss&utm_campaign=is-wordpress-development-really-all-that-hard-to-get-into-today\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:9941:\"
Oh, how easily we forget the WordPress of 10, 15 years ago.
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We are spoiled. We are spoiled by the gluttony of documentation and tutorials, a wealth of knowledge created over more than a decade. We are spoiled by our own expertise, built-in our more vigorous youth, now sitting on our haunches as we have aged along with our beloved platform.
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We have grown to become the proverbial grumpy old men. “Back in my day, we didn’t need all these fancy tools to help us write code. We pulled ourselves up by our bootstraps and built everything from scratch.”
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I kid. Sort of. I count myself among the old-school developers who helped build the WordPress that so many are still nostalgic about — I think I have earned the right to joke about myself. They were “simpler” times but not really.
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Having been in the community as long as I have, I can remember the backlash each time a new feature landed. I recall the days when there really was non-existent documentation for pretty much everything.
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Lately, there has been a growing conversation around the difficulty of overcoming WordPress’s current barrier to entry for developers. This has been an ongoing discussion for a few years now, but the latest flare-up comes on the heels of a tweet by Chris Wiegman:
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The deeper I get with modern WP dev the more I understand why newer devs don’t like to work on it. This is not the same project as it was in the past. The learning curve is now extremely high regardless of past experience.
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I built my first block plugin in a few hours about a month ago. When writing on the experience, I said the barrier to entry was much higher than when I had built my first plugin in 2007. Having had the time to sit back and think about that, I am not sure it was a fair statement. We tend to view the past through rose-colored glasses while forgetting the real struggle.
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What I had wanted was to build the plugin in 30 minutes. Had everything been in PHP, that would have been an easy feat for me. Objectively, I am an expert (or close enough) in the language. However, my JavaScript knowledge is 10 years behind.
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It had been a while since I had been challenged in that way. That was a distressing experience for someone who had become comfortable in his own skills.
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I griped about the docs. But, let’s be honest. WordPress has never had the sort of deep documentation that could teach a budding developer everything. I know this because I have written at least a couple hundred tutorials in my career. Nearly every time, I dug into the project’s source code to make sense of it, which allowed me to teach other developers how to work with various features. And many other developers in the space did the same.
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In time, WordPress.org added more robust developer documentation, but this was not built overnight. It is a constantly evolving project.
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I also built my first block type with vanilla JavaScript. No build tools. No React docs open. Just plain ol’ JS code in my editor. I needed to crawl before I could walk, and getting that first iteration of the code into a workable state was necessary before I jumped into anything more complex.
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In the days after, I re-coded it all to use more modern JavaScript and compiled it with webpack. A week after that, I built a second block plugin with more advanced features.
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Was it hard? Definitely. Was the barrier to entry higher than when I first developed plugins? Probably. Truthfully, I did not struggle as much, but I am also at a different point in my life. At 37, I no longer have quite as much drive and likely less capacity for picking up new skills as quickly as in my late teens and early 20s. However, I have a strong foundation and enough experience to overcome some of the hurdles I encountered.
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Would a 20-year-old me struggle with this JavaScript landscape more than a strictly PHP-based WordPress? I doubt it. Both had huge learning curves for someone new.
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Someone’s first introduction to Subversion or Composer can be just as scary as their initial dive into webpack and npm. For a fresh mind, an open canvas that has yet to be painted with over a decade of doing things the “WordPress way,” I am unsure if the barrier to entry is so much higher.
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For us old-schoolers, our world has been flipped upside down. There is no denying that. The Gutenberg project, which is at the core of nearly every new WordPress feature, moves so fast that it is next to impossible to keep up with while also upping your skills. It is easy to get overwhelmed. When this happens to me, I usually take a step back and return when I have had a chance to rest my mind.
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Contributing to the WordPress ecosystem has always had one barrier or another. Whether it be the privilege of time, knowledge of PHP, or some other skill, the project has left some people out. That is changing in some ways. Some parts are now available to users that were never accessible before. This is easiest to see from the theming side of things.
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“I wish people would see that theme development is heading the opposite way,” tweeted Carolina Nymark. “The entry barrier for designers and new developers will be lower. When people get stuck saying, ‘But I can’t use my hooks in a block theme,’ it is because they are looking at what exists today, not ahead.”
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Having spent more time on the theming side of the block editor than plugin development, I agree wholeheartedly. Theme authors have been given a clean slate, or at least by the time block-based themes are supported in core WordPress, this will be true.
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While I could write ad nauseum on the details of how theme development itself is leaps and bounds better, the revolutionary part is how the system welcomes those who had no entryway in the past.
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Alongside version 5.8, WordPress.org opened the first iteration of its pattern directory. Soon, any user will be able to contribute custom block patterns without writing a single line of code. They can simply create layouts from the editor, copy them, and share them with others.
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When the site editor lands, it will once again change the game. Non-coders will have the power to essentially create entire front-end designs without any preexisting programming knowledge.
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If WordPress must become more complex for developers to provide end-users this much power, I can live with that.
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The highest barrier to entry — as it has always been — is contributing directly to WordPress. Or at least contributing to the block side of things via Gutenberg.
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The Getting Started With Code Contribution section of the Block Editor Handbook is a dizzying list of installation notes and procedures that can be off-putting to even the most seasoned developer. Because just about everything is a third-party tool, any trouble you run into just setting up your system is likely to land you in support forums or chatrooms outside of WordPress. Even moving past setup, contributing code to Gutenberg is unlike the days of yore.
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What is lacking is the history. We had a decade and a half to perfect our systems for classic WordPress. It was often ugly and brutal building the platform and the ecosystem around it to a point where it was a comfortable space for developers. We have had only three years for modern WordPress to feel as natural as in years past.
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I am ever the optimist, hoping that in another 15 years’ time, we are having these same discussions about the new technology stack that WordPress 10.0 has introduced. In the meantime, I look forward to seeing our documentation evolve, our developer community expanding its skillset, and new WordPressers coming along for the journey.
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Continued Reading
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In this discussion, there are no right or wrong answers. The conversation matters because it enriches our knowledge and informs how we build the next version of WordPress and the web.
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The following are links related to this topic that helped inform my thoughts. Each is worth a read, listen, or viewing. If I missed any that others have published, feel free to link them in the comments.
WordPress 5.8 brings the power of Gutenberg blocks to widget areas — which means the highly customizable layout and styling options bring you closer to a WYSIWYG editing experience. I made a test site based on the oldie-but-goodie Twenty Sixteen theme, with three separate widget areas. In this post, I’ll highlight a few cool things that are now possible to do with your widgets and where things may be heading next.
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Create Interesting Visual Effects With Overlapping Layouts and Duotone Images
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Appearance-wise, users have a lot more control over widget areas than ever before — especially through the use of blocks with customization options like the Cover and Image block. Here’s what I can create in the classic widgets editor (above) versus what I can create in the new block-based widget editor (below).
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Intersperse Widgets and Custom Code Throughout Your Visual Designs
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Container blocks like Cover and Columns make it easy to weave dynamic or interactive elements into your designs. While this is a given for many widgets, the block versions of widgets can be easily wrapped and layered within container blocks to integrate them into your layout more fully.
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In the example below, I tried placing a Search block in front of a Cover block, which creates a nice layered effect. I also inserted Custom HTML blocks within a Columns block to display different messaging depending on the time of day. (jQuery script)
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Use Traditional Widget Layouts (Or Not) With Lots of Flexibility Over Title and Structure
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Classic widgets have always had a lockup that includes a widget title. One cool thing about having blocks in widget areas is that you have complete flexibility over how titles appear. For example, you might choose to have a title over every widget, you might only want one title at the top of each widget area, or your design might not need titles at all.
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Note: Some themes, like Twenty Twenty-One, are designed to flow content horizontally within widget areas. If you’re having trouble with a theme splitting your layout into columns, you could try keeping the lockup together by containing it within a Group block.
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Copy & Paste Existing Layouts From the WordPress Pattern Directory
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While patterns haven’t been fully integrated into the widget editors yet, one thing you can do is copy and paste patterns from the game-changing new WordPress Pattern Directory into your site’s widget areas. I used this horizontal call to action pattern from the directory almost exactly as is, with minor color and copy adjustments:
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FYI: Patterns have not been curated for or integrated into widget areas yet, so you may run into some unexpected behavior — consider this feature to be a preview of what’s coming next for widget editing!
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Mon, 09 Aug 2021 12:00:00 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:15:\"Chloe Bringmann\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:44;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:100:\"Gutenberg Times: Modern WordPress Development is hard, Theme Building and more -Weekend Edition #180\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:35:\"https://gutenbergtimes.com/?p=18698\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:108:\"https://gutenbergtimes.com/modern-wordpress-development-is-hard-theme-building-and-more-weekend-edition-180/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:16242:\"
Howdy, my friend!
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Greeting from Germany, where we follow a mask mandate again for buildings, shops, and restaurants. The weather is switching rapidly between cold and rain to clear sky’s and heat within hours. We learned quite a bit about power line networking while setting up our home office for two at my parent’s home.
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After the break last week, we have plenty of information, discussions, and creative updates for you. Due to vacation time, we didn’t see a big changelog, though. It’s all good. We all can use a breather and catch up on the finer points of Gutenberg development.
Grzegorz Ziolkowski and I recorded the Gutenberg changelog episode #49 yesterday.
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📢 New Episode #49 is now available! 🎙� Birgit Pauli-Haack and Grzegorz Ziolkowski discuss Gutenberg plugin release 11.2, drag and drop, flex layout, core data shortcuts and modern WordPress development.
My friend, Chris Wiegman, started an interesting, multi-faceted discussion on a changing WordPress ecosystem for developers on Twitter. Others chimed in, like Matias Ventura, Alain Schlesser, Victor Ramirez, Rich Tabor, Mark Wilkinson, Jessica Lyschik and many more.
Stack Overflow published their annual survey results. Here are some numbers.
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This year, React.js (40.1%) surpassed jQuery (34.4%) as the most commonly used web framework.
JavaScript completes its ninth year in a row as the most commonly used programming language.
Technology: 22.54% of Professional Developers work in PHP, 68.62% work in JavaScript.
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It’s quite reassuring that WordPress is not stuck where it was 10 years ago (v 3.2 – w3tech 13.1%). The web has evolved exponentially since then, and so has WordPress and the surrounding community.
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I am eagerly awaiting to read through all the various branches of the twitter thread where more developers shared their experiences and their lessons learned. The discussion is, of course, ongoing. It seems to be coming in waves.
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“Keeping up with Gutenberg – Index 2021” A chronological list of the WordPress Make Blog posts from various teams involved in Gutenberg development: Design, Theme Review Team, Core Editor, Core JS, Core CSS, Test and Meta team from Jan. 2021 on. Updated by yours truly. The index 2020 is here
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Content Creation and #nocode WordPress
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Gutenberg has opened the eco-system to many possibilities that haven’t been there before, at least not without in-depth knowledge in software programming
Tammy Lister wrote a tutorial on Creating a page to display content from across multiple sites. She gives you a tour of the RSS Block, how to add it and combine it with other blocks. Lister also shows you how to style it via theme.json and how to build a page template in the new site editor. In conclusion, she wrote: “Creating a collection of content on a page previously took a lot more to do. You would either have had to know development or used a plugin. Now, you can use a block that core provides, and it has styling out of the box ready to go. “
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B.J. Keeton of Elegant Themes wrote a tutorial onHow to Use the WordPress Event Block by Automattic. There are plenty of occasions, when you don’t need a big event’s management plugin to announce and market your events on your website. More often than none, event registration and attendee management is better handled by other SaaS products. With the event block, you can highlight your event and guide the future audience to the right place for more information, registration, and payment.
Chris Wiegman wrote a comparison theme review: Blocksy vs GeneratePress. The article is helpful not only because of those two themes. It’s a good blueprint, on a decision-making process for selecting a theme for your site. Wiegman describes clearly the problem to be solved and why he took the approach he took.
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Block-based Theme Development
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Jeff Ong posted Configuring Theme Design with theme.json on WordPress.org News section. A deep dive into the new method to configure themes and support features of the block editor.
Brian Gardner, former StudioPress, now building block-based themes at Frost. Take a look at the just released Starter Sites.
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Channing Ritter of the design team published additional details on block-based Widgets in WordPress 5.8 and Beyond. In this post, Ritter highlighted a few cool things that are now possible with widgets, and she took a look at where things may be heading next.
Eric Karkovack asked, “Will Full Site Editing Help WordPress Themes Finally Reach Their Potential?â€�. He wrote: “Instead of offering completely rendered designs, a theme might include an array of options for the header, footer, navigation, and content area. From there, a website owner can choose the options that best fit their needs and fill in the blanks with content.“
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Carolina Nymark updated her Block Markup VSCode extension. It includes autocomplete snippets that helps you add blocks to your templates faster. For the latest update, Nymark included the change from Query Loop to Post template and added the Search Block and Query Pagination.
I list it under the Block Building headline because Tabor has been an early adopter of Gutenberg with CoBlocks which GoDaddy bought even before the Block Editor was merged into WordPress Core in 2018. Studying his code and approach will make you a better block builder.
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Tabor has been busy writing tutorials for building and extending blocks on his blog
A few weeks ago, Automattic released Quadrat on the WordPress.org theme directory. It is now the company’s fourth block theme. Like its predecessors, it is a child of Blockbase, a project that serves as a foundation for the work of Automattic’s Theme Team.
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After spending a couple of months diving deep into the world of block themes, I was beginning to feel a little burned out. When I wasn’t sleeping, eating, or doing yard work in my off-duty time, I was building or exploring one project or another. Soon, it all had become a blur. I knew I needed to take a small break, and I have not touched themes for a couple of weeks since, at least not outside of work.
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However, Quadrat appealed to the theme developer within me. I am not sure if it was the soothing color scheme or just seeing the work the professional designers had put into it, but it offered a pathway for easing myself back into the block theme world.
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Outside of the work by Anariel Design with Naledi and Clove, most block themes have felt more like proof of concepts or starting points. Quadrat can now be added to the list of those with some personality.
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It does not push any particular boundaries, but it is a well-designed blogging and podcasting theme. Mostly, I am just a fan of the color scheme — sometimes you just need something other than black, white, and gray to get yourself out of a funk.
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One of the other reasons I have been following the work of the Quadrat theme was because it was the first showcase of header patterns I had seen. Kjell Reigstad shared what this system would look like in June.
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\n\n
\n\n\n\n
The goal is to include the patterns shown in the video in core WordPress, so they are not currently included in the theme. However, there is still an open ticket for header patterns in Quadrat.
\n\n\n\n
The only real trouble I ran into with the theme is with fully aligned blocks in the content. There is an overflow issue in version 1.1.1 that creates a horizontal scrollbar.
\n\n\n\nHorizontal scrollbar appears with full-width Cover block.\n\n\n\n
Quadrat includes nine custom patterns. The focus for most is on podcasting, but some are general-purpose enough for other use cases, such as “Media and text with button”:
\n\n\n\nMedia and text with button pattern.\n\n\n\n
The development team missed a prime opportunity with its podcast-related patterns. Instead of integrating with a podcasting solution, they are simple, static blocks from core WordPress.
\n\n\n\n
For example, the Latest Episodes pattern is a two-column layout that features Image, Heading, and Paragraph blocks. That is acceptable as a base pattern for users without a podcasting plugin. However, it may be practically useless for those with one enabled. Or, it creates unnecessary work because users must manually update their page content anytime they publish a new episode.
\n\n\n\nLatest Episodes block pattern\n\n\n\n
Given Automattic’s recent bet on Castos as part of a $756K pre-seed fundraising round, it would make sense to integrate with the podcasting company’s plugin, Seriously Simple Podcasting (SSP).
\n\n\n\n
If the development team wanted to take the Latest Episodes pattern to the next level, they would create it with the Query Loop block and display the latest podcast episodes from the plugin. For users without SSP installed, simply fall back to the current pattern. Or, offer both. Right now, it is little more than eye candy and not nearly as useful as it could be for real-world use cases.
\n\n\n\n
I often talk about the need for theme authors to elevate their game. Not only would such integration be beneficial to podcasters, but it would also showcase the power and flexibility of the block system.
\n\n\n\n
All of this is to say: If you are going to build a podcasting theme, build a podcasting theme. Quadrat appears to be one. However, when you peek behind the curtain, it is just a well-designed blogging theme. It has the potential to be so much more.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Sat, 07 Aug 2021 03:20:31 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:14:\"Justin Tadlock\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:46;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:99:\"Post Status: Post Status Excerpt (No. 19) — How Can New Developers Get Started In WordPress?\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"https://poststatus.com/?p=85055\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:34:\"https://poststatus.com/excerpt/19/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:3170:\"
The first step to getting started might not be technical.
\n\n\n\n
As new people come into Post Status looking for some guidance, there is a tendency among old hands to say things used to be much easier. Although it was a simpler time ten years ago, getting started in WordPress development presented challenges to new developers much as web development generally does today for seasoned developers. With a mature WordPress ecosystem now, new and experienced developers should set their expectations about business success carefully.
\n\n\n\n
Also covered in this episode: David remembers that a decade ago, even though the web and WordPress were less complex, development in many ways wasn\'t any less challenging. Remember WordPress MU (Multisite)?
\n\n\n\n\n\n\n\n
Every week Post Status Excerpt will brief you on important WordPress news — in about 15 minutes or less! Learn what\'s new in WordPress in a flash. ⚡
Who can afford downtime, a black mark on their brand’s reputation, or the SEO impact of getting hacked? That’s why so many WordPress sites rely on the real-time protection provided by Wordfence Premium. Now, Wordfence Central offers Premium subscribers a powerful and efficient dashboard to manage security for all their sites from one central location. Try Wordfence today!
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Fri, 06 Aug 2021 11:40:33 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:12:\"David Bisset\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:47;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:131:\"WPTavern: Gutenberg 11.2 Expands Color Support for Search and Pullquote Blocks, Introduces Experimental Flex Layout for Group Block\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121142\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:305:\"https://wptavern.com/gutenberg-11-2-expands-color-support-for-search-and-pullquote-blocks-introduces-experimental-flex-layout-for-group-block?utm_source=rss&utm_medium=rss&utm_campaign=gutenberg-11-2-expands-color-support-for-search-and-pullquote-blocks-introduces-experimental-flex-layout-for-group-block\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:4610:\"
Gutenberg 11.2.0 was released today with expanded color support for the Search and Pullquote blocks. Historically, customizing these elements has been out of reach for most users if their themes didn’t include them as options. This release introduces color support and border color support for the search button.
\n\n\n\n
\n\n\n\n
Pullquotes are getting a similar treatment with border and color support, enabling some creative design options for those who enjoy taking the reins on customization.
\n\n\n\n
\n\n\n\n
It’s these kinds of minute style changes that web developers would have been paid to perform back in the earlier days of theme customization gigs. Now the block editor enables anyone to jump in and do it themselves.
\n\n\n\n
These color support additions are part of a larger effort to improve the editor’s design tools to provide consistent application across blocks.
\n\n\n\n
“Another important goal of design tools is ensuring a wide range of exquisitely crafted patterns are possible; that best practices are not only possible but encouraged; and that customizing blocks is a consistent and natural experience,” Gutenberg Lead Architect Matias Ventura said in the ticket tracking design tool tasks.
\n\n\n\n
Gutenberg 11.2 also introduces support for a new experimental flex layout. The need for additional layouts was described by Rick Banister in a ticket submitted a year ago, requesting a “display horizontal” option for the Group block:
\n\n\n\n
When building patterns or trying to achieve a layout with multiple elements arranged horizontally it would help to have a parent block that would automatically arrange its children on a single line. Columns can be used to arrange things side-by-side, but they add quite a lot of extra nesting if you only need to arrange one set of blocks.
We could leverage the Group block and add a ‘display horizontally’ or ‘act as a row’ option to it. It would wrap its children and act as a ‘flex container’ (display:flex; flex-direction:row;). Further flex parameters could be optional to align and distribute objects.
\n\n\n\n
A flex layout option has the potential to remove some of the complexity in nesting blocks. This early prototype shows a rough, unfinished UI for a layout switcher. It shows the difference between a flex layout and the default “flow” layout, which displays children one after the other vertically without any specific styles. The PR included in Gutenberg 11.2 makes it possible for blocks to support multiple layouts. Gutenberg engineer Riad Benguella said the plan is to introduce more layouts, such as “grid” and “absolute positioning container.”
\n\n\n\n
\n\n\n\n
Adding “flex” layout support for the group block is the first step towards proving how multi-layout options can work in the block editor.
\n\n\n\n
“In the previous WordPress release, we introduced the layout config and the __experimentalLayout prop for inner blocks,” Benguella said. “The initial reason for these was to make alignments and content widths more declarative for themes. While this was an ambitious goal on its own and a hard one to achieve for the default layout, the goal has always been to absorb and support more kinds of layouts in the editor than the regular vertical list of blocks.”
\n\n\n\n
This experimental flex layout support can be useful for theme developers and makes sense in certain use cases with the Cover block, headers, social icons, columns, and other applications. The layout switcher UI is hidden in this release while the Gutenberg team works on a better design and wording for the feature.
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Fri, 06 Aug 2021 03:59:26 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:13:\"Sarah Gooding\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:48;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:75:\"WPTavern: First Commercial Content Pack for Launch With Words Now Available\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121149\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:195:\"https://wptavern.com/first-commercial-content-pack-for-launch-with-words-now-available?utm_source=rss&utm_medium=rss&utm_campaign=first-commercial-content-pack-for-launch-with-words-now-available\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:4571:\"
Marketing consultant Bridget Willard announced the first commercial content pack for her Launch With Words project. Last week, she released a set of 12 blog posts for roofing contractors, but there are more on the way for industry-specific content.
\n\n\n\n
In January, alongside Ronald Huereca of MediaRon, Willard launched the Launch With Words plugin. The initial project supported a single “starter pack” of draft blog posts to prompt website owners to publish something new each month to build their brand. The plugin itself is primarily an importer.
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For the developer crowd, Huereca has a post that covers the technical details of the project. It is well worth a read to see how he approached building the plugin.
\n\n\n\n
The idea was unique. Willard had written starter content for both the default Twenty Nineteen and Twenty Twenty WordPress themes. She then asked why no one was doing the same for post content. Thus, a new product was born.
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The roofing content pack carries a price tag of $497. Companies can publish the posts directly on their sites or customize the content for their locale.
\n\n\n\n
The imported content is a set of 12 blog posts specific to the roofing industry, each set as a draft that users can publish on their own schedule. Each is around 500+ words and includes headings, links, and quotes.
\n\n\n\nPreview of a daft post.\n\n\n\n
“So many roofing contractors don’t address the frequently asked questions from property owners,” said Willard. “These blog posts address 12. Having content that is turnkey ready allows them to have more content to share on social media as well as helping their SEO efforts.”
\n\n\n\n
She has been writing about the construction industry for over 20 years, so this was an easy jumping-in point. The challenge was creating this first pack while also publishing two new books and wrangling client work. With things settling down a bit, she thinks monthly pack releases are a more realistic target.
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Future Content and Starter Packs
\n\n\n\n
Willard is already working on a new content pack that focuses on general contractors, which she may split into two products between residential and commercial. She plans to have at least one ready by the end of the month.
\n\n\n\n
The long-term goal is to hire other writers to cover industries where she has less knowledge. First, she needs a few more sales to bring others on board.
\n\n\n\n
She may also create some industry-specific blogging prompts similar to the starter pack that is available for free. These would also come at a lower price point of around $97.
\n\n\n\n
“The starter pack (blog prompts) aren’t mutually exclusive with the premium packs,” said Willard. “They can be used together. Ideally, they should be used together. Because the content packs are JSON files, and the posts are imported as drafts, they can be written (prompts) or localized (premium) and scheduled. It’s the best of both worlds.”
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Writing, Writing, and More Writing
\n\n\n\n
“Writing is the way I can teach and solidify my legacy,” said Willard. “It’s super important for me to create a life worth living. Sadly, I found this out after a mental health emergency in February of 2020.”
\n\n\n\n
Her most recent book is The Only Online Marketing Book You Need for Your Nonprofit, co-authored by Warren Laine-Naida. Adrian Tobey, the founder of Groundhogg.io, also contributed an extra chapter.
\n\n\n\n
“You can’t create unless you consume,” said Willard when asked how she kept up her pace and the creative juices flowing. “I prioritize reading fiction and nonfiction, watching documentaries, taking walks in my neighborhood, going to a museum or a park alone to think and reflect and spend time with my friends laughing and playing card games.
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“The best thing for a writer to do is to write. Don’t worry about whether other people already talked about your subject. Don’t worry about what people will say. This is why we love WordPress. Start publishing.”
\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Fri, 06 Aug 2021 01:09:16 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:14:\"Justin Tadlock\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:49;a:6:{s:4:\"data\";s:13:\"\n \n \n \n \n \n \n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:2:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:115:\"WPTavern: From eCommerce Integration to Location-Based Controls, Block Visibility Pro Expands Upon Its Free Version\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:30:\"https://wptavern.com/?p=121122\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:273:\"https://wptavern.com/from-ecommerce-integration-to-location-based-controls-block-visibility-pro-expands-upon-its-free-version?utm_source=rss&utm_medium=rss&utm_campaign=from-ecommerce-integration-to-location-based-controls-block-visibility-pro-expands-upon-its-free-version\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:5198:\"
It has been several months since I last dived into Nick Diego’s Block Visibility plugin, and it is now one year since the initial release. Recently moved on from his past job into the WordPress product space, he has been building one of the best context-based plugins for showing or hiding content.
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In January, Diego touted some of the ideas he had for a yet-to-be-released Block Visibility Pro. He was already fulfilling user needs, but there was so much left to be explored.
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“As Block Visibility grows, there will be advanced and/or niche functionality that will be useful for certain users,” he said at the time. “Think integrations with other third-party plugins. There will always be a free version of the plugin but some of these additional features will ultimately be provided by a premium (paid) add-on called Block Visibility Pro.”
\n\n\n\n
Diego quietly released the pro add-on in June, which does not take away from the free version. Everything in it is a pure value-add and helps specific sets of users.
\n\n\n\n
Last week, he released Block Visibility Pro 1.1.0, and I managed to get a test copy to play around with. In short, I am more impressed than I was when I first covered the free version in January.
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Pro Additions
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Early versions of the free plugin had visibility controls for all visitors, user roles, and start-and-stop dates. Since then, Diego has beefed up the options to include screen size, logged-in status, and user accounts. It also integrates with Advanced Custom Fields and WP Fusion. That is more than many other content-visibility solutions will offer before needing to upgrade to a commercial or pro version.
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The current pro version includes conditional controls for the following:
\n\n\n\n
Location (Query and Post)
Time-based and day of week
WooCommerce
Easy Digital Downloads
Browser and Device
URL Path
Referral Source
\n\n\n\n
The Location controls are what I have found myself tinkering with the most. They are handy at the moment but will offer more power when used in conjunction with WordPress’s upcoming site editor.
The Location controls are essentially query-based visibility options. Users can choose to show or hide blocks based on post type, taxonomy, and more. Everything from individual post attributes to the archive type is available. Users can also create multiple rule sets, combining various location-based options.
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For shop owners, the WooCommerce and Easy Digital Downloads integrations are extensive. Users can display blocks based on shopping cart content, customer metrics, and product metrics. This could come in handy for promotions, coupons, and similar features.
\n\n\n\n
One of my favorite features, which is also included in the free version, is a popup option for selecting which visibility settings should appear in the sidebar.
\n\n\n\nToggling visibility controls in the Visibility tab.\n\n\n\n
This feature reduces the footprint of the plugin’s Visibility tab in the block sidebar panel while giving users control over which options they would like to use.
\n\n\n\nProposal for toggling block typography controls.\n\n\n\n
The differences between the two are in the location of the “ellipsis” button to open the popup. The Gutenberg proposal has it at the top of the tab. Block Visibility adds it as a control within its Visibility tab. However, the concept is the same, and the plugin provides a real-world test of how the feature could work. Thus far, I am happy with the result. It allows me to hide options that I would rarely use. I am eager for something similar to eventually work its way into core WordPress.
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From Developer to Developer
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If I am being honest, I am a bit envious of the work Diego has done. Many do not know this, but I also built a similar solution to Block Visibility in 2019. It was before I joined the staff here at WP Tavern. Before seeing that project mature, I handed it over as part of a larger IP sale.
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I point this out because I understand the complexities of building a solution that works from a technical standpoint while also being user-friendly. It is not easy, but Block Visibility seems to hit the right balance.
\n\n\n\n
And I do not say this often, but Diego’s work far exceeds anything I had built or even had in the pipeline. It is on another level, so a part of me is glad that he and I are not competing in this space. At the same time, I wish I could go back and implement some of these ideas on my former project.
Before the release of WordPress 5.0 in 2018, the Classic Editor plugin was published to help ease the transition to the new block editor. At the time, we promised to support the plugin through 2021 and adjust if needed as the deadline got closer. After discussing this with Matt, it’s clear that continuing to support […]
\r\nOur understanding of context means we have effective insight into local conditions that can affect both clients and candidates. And we know how to get things done on the ground. Our clients get access to the very latest research and information on markets, talent availability and candidate expectations. We source talent from around the world and we have the deep insight and experience within different industry sectors that is critical to the success of a search. With 84 offices in 57 countries, we know the world like our own backyard.\r\n
2. Senior attention
\r\nWe believe every client deserves the benefit of working with a senior partner every time. On every job. Partners with industry knowledge, who have built their own businesses and reputations in their markets. Partners with practical insights into attracting and retaining the very best talent a market has to offer. We’re entrepreneurs at heart. We’re not held back by rigid procedures and corporate politics like so many other more traditional search firms. And because Amrop partners have vested interests in the countries in which they operate—we don’t just pick up and leave when the going gets tough–clients gain the perspective of long experience with local business cycles. Amrop senior partners work closely with clients to make sure they get executive leadership that fits their business, position and company culture.\r\n
3. Our global network
\r\nOur global networked structure makes it easy for clients and candidates to access a wealth of knowledge and expertise. Because we’re not constrained by hierarchy, or the rigid structures imposed by traditional search companies, we can respond quickly and efficiently to clients’ needs. We listen to our clients rather than to a corporate head office.\r\n\r\nWe are united by our Context Driven approach to executive search that encompasses shared values, standards, policies and procedures while reflecting the unique realities on the ground in local markets around the world. With broader coverage than most global search firms, our people know their markets because they’ve built their businesses in them.\r\n\r\nWherever you are, you are at the center of our network.'),
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\r\nManagement Assessment provides a thorough analysis of each executive’s strengths and weaknesses from an external and objective point of view. That adds considerable value to any decision process as well as serves also as an objective platform for feedback.\r\n
When is it needed?
\r\nWhile Management assessment can provide benefits at any time, our experience shows that companies most often ask for this service in following situations:\r\n
\r\n
- Identification of High Potential
\r\n
- Mergers, Acquisitions & Due diligence
\r\n
- Unsatisfactory results or key persons leaving the company
\r\n
- Reorganization
\r\n
- New CEO
\r\n
- Filling management vacancies and promotion
\r\n
- Identification of competence gaps and focus areas for key people training and development
\r\n
- New strategic development or establishment of new business
\r\n
\r\n
How is it performed?
\r\nManagement Assessment is performed by using a set of professional tools that includes:\r\n\r\nInterviews (Structured competency based interviews conducted on a 2:1-basis and carried out by experienced interviewers)\r\n\r\nBenchmarking (Comparison of the person against an external standard of recognized leaders of the market)\r\n\r\nReference checking (An investigation of a person’s previous employment history, qualifications, performance and personality using the person’s relevant work related contacts at all levels/ 360°)\r\n\r\nPsychometric testing (Measuring the person with well-validated psychometric instruments, developed for business needs, which produces comprehensive and reliable profile)\r\n
How is it performed?
\r\nAs a result, the client receives objective and professional evaluation of every single participant and an overview of the management team with our findings and recommendations (whom to keep / re-place, what training is required to keep competitive knowledge, who will be a driver of the cultural/organizational change, who will probably not be able to push your company forward in the way you want him or her to do, etc.).'),
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(148, 27, 'lower_text', 'Leadership Assessment is a proven, structured, comprehensive, objective and tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market. It is related to a specific set of criteria, (specific for position, role or managerial level), based on professional and documentable observations and measures.\r\n
Why is it useful?
\r\nLeadership Assessment provides a thorough and objective analysis of each executive’s strengths and weaknesses from an external and objective point of view. That adds considerable value to any decision process as well as serves also as an objective platform for feedback.\r\n\r\nTo fully understand the current skills and future potential of an executive, a multidimensional assessment process is required.\r\n\r\nAmrop in Lithuania is able to help you to define the strategically most important and critical areas of the job of the CEO (or Board member) as well as evaluate the current potential / individuals in these positions. Amrop in Lithuania explores and connects your critical contextual dimensions: from your strategy and culture, to the needs of your candidates, internal and external.\r\n\r\nIf all the board is assessed, Amrop in Lithuania can help to ensure that your board members have the right level of diversity in terms of skills, experience and representation. Our partners have many years of experience with uncovering current qualifications and future requirements and through our analysis we ensure that your board becomes a balanced group of individuals that focus on the right issues according to your company strategy.\r\n\r\nWe work closely with both the chairman and board members and the results of our review are presented with our recommendations for future action.\r\n
When is it needed?
\r\nWhile Leadership assessment can provide benefits at any time, our experience shows that companies most often ask for this service in following situations:\r\n- Identification of High Potential\r\n- Mergers, Acquisitions & Due diligence\r\n- Unsatisfactory results or key persons leaving the company\r\n- Reorganization\r\n- New CEO\r\n- Filling management vacancies and promotion\r\n- Identification of competence gaps and focus areas for key people training and development\r\n- New strategic development or establishment of new business\r\n
How is it performed?
\r\nLeadership Assessment is performed by using a set of professional tools that includes:\r\n- Interviews (Structured competency based interviews conducted on a 2:1-basis and carried out by experienced senior level interviewers);\r\n- CV analysis;\r\n- Strategic exercise and/or simulation.\r\n- Benchmarking (Comparison of the person against an external standard of recognized leaders of the market);\r\n- Reference checking (An investigation of a person’s previous employment history, qualifications, performance and personality using the person’s relevant work related contacts at all levels/ 360°);\r\n- Personality testing (Measuring the person with well-validated psychometric instruments, developed for business needs, which produces comprehensive and reliable profile)\r\n\r\nUsually at least 2-3 from the above mentioned tools are used in assessment. Based on over 7000 Assessments, Amrop has built insight into multiple assessment tools and constructed a robust portfolio. Since no tools are Amrop-owned, our suggestions are objectively tailored to each project: its nature and purpose, the tools already in use by the client and the seniority of assessees.\r\n
What is the result?
\r\nAs a result, the client receives objective and professional evaluation of every single participant and an overview of the management team with our findings and recommendations (whom to keep / re-place, what training is required to keep competitive knowledge, who will be a driver of the cultural/organizational change, who will probably not be able to push your company forward in the way you want him or her to do, etc.).\r\n
Typical process:
\r\n1. Pre-analysis: Identify strategic challenges and competencies for evaluation. Study organization and culture. Agree on process.\r\n2. Assessment: (Recommended) 2 in-depth interviews (Business and Personal/social). CV analysis, personality test, strategic exercise, reasoning test and simulation. Cross over review or 360 exercise. Evaluation of individual motivation.\r\n3. Reports and Feedback: Quantitative and qualitative evaluation of strengths, weaknesses and potential. Self-scoring. Recommendations for success in position. Feedback to participant and client.\r\n4. Full Debriefing: Conclusions and recommendations: regarding individual Managers, the Management Team, the Organization.\r\n5. Follow-up and Knowledge Transfer: Evaluation of process (HR). Follow up on client and on each Manager.'),
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Our Team
\r\nBeing part of European Union, Baltic companies are forced to compete in global arena. Baltic’s joining EU is encouraging a bigger inflow of foreign investment, more mergers and acquisitions, more new companies established, with a consequent need for good key people. The consolidation of many sectors and the impact of new-economy businesses have created a marketplace of extraordinary change and fluidity. The economical growth has provided companies with revenue and resources to expand, but at the same time, it bolstered expectations of owners, investors and corporate boards.\r\n\r\nAs companies begin to recognize the importance of human capital in implementing more aggressive, growth-oriented strategies, they are also confronting the shortage of executive talent. Attracting and retaining the most qualified people who bring the highest levels of relevant experience to organizations are fundamental to success and survival in a world of growing competition.\r\n\r\nFor this reason, companies are looking for search consultants who are proven professionals of the highest quality and competence. Amrop Hever Baltics has been pioneer in executive search business in the Baltics since 1993, working with the most influential companies in different industries. We are proud that, 7 of 10 assignments come from clients that we have served before.\r\n\r\n/Aiga Ārste-Avotiņa/'),
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Who are our candidates?
\r\nOur candidates are top executives, mid-level managers and top specialists.\r\n\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
How is it possible to join Amrop database?
\r\nBy sending the CV to the address Tallinn@amrop.com, Vilnius@amrop.com or Riga@amrop.com .\r\n\r\nIt is possible to use also our form:'),
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(202, 14, 'lower_text', '
Who are our candidates?
\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
How is it possible to join Amrop database?
\r\nBy sending the CV to the address vilnius@amrop.com.\r\n\r\nPlease use Amrop CV template.\r\n\r\nBy voluntary submitting your personal data you provide your consent to data controller UAB „Executive Search Baltics“ (legal entity code 110895210, address Gedimino pr. 1A-14, Vilnius, Lithuania, tel. +370 5 266 0864, e-mail vilnius@amrop.com) (hereinafter – Amrop) to process and store your personal data for a period of 6 years for the purpose of executive search. Your voluntary submitted and from public sources collected personal data concerning education, professional experience and qualifications shall be processed on the basis of your consent.\r\n\r\nYou have a right to revoke your consent, and other data subject rights – the right to request from Amrop rectification or erasure of personal data or restriction of processing of personal data concerning the data subject or to object to such processing, the right to data portability. Requests and inquires can be addressed to data protection officer, whose contact details are as follows – Mindaugas Valančius, tel. +370 5 266 0864, e-mail: dpo.vilnius@amrop.com. Under applicable data protection laws you also have a right to submit a complaint to the State Data Protection Inspectorate.\r\n\r\nUpon decision of Amrop, your personal data can be transferred to its clients, in respect of which candidates are being considered for a potential role within that clients’ organisation. In case executive search is also performed by other Amrop partnership companies in other countries, your personal data can be transferred to these Amrop companies. Where personal data are transferred to the said persons outside the EU, appropriate safeguards shall be applicable in the course of the transfer, for example, standard contractual clauses.'),
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(210, 9, 'lower_text', 'Considering the local market situation, Amrop suggests to change the classical attitude towards management succession and executive search. Management succession is the process characterized by a lack of planning and a failure to develop leaders from within organization that necessitates the use of executive search services. Executive search only becomes efficient in combination of local market understanding, local talent pool and global reach, enabling to bring Lithuanian leaders to any local organization likewise to bring executives from around the world to Lithuania. A new understanding of executive search process and a new realization of executive search consulting are developing in these latter years in the country. Executive search consulting turns to be one of the most important forms of outside advising, that companies can engage. Executive search consulting is becoming indeed the highest form of management consulting because the right strategy means little without the right people to implement it.\r\n\r\n/Audrius Šošas/'),
(1972, 309, 'lower_text', '
Kas gali būti mūsų kandidatais?
\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n
Kaip elgiamės kandidatų atžvilgiu?
\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n
Kodėl naudinga tapti mūsų kandidatu?
\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n
Kaip tapti Amrop duomenų bazės kandidatu?
\r\nSiunčiant CV elektroninio pašto adresu: Vilnius@amrop.com\r\n\r\nGalima naudoti Amrop CV formą.'),
(732, 132, 'lower_text', 'The consolidation of many sectors and the impact of new-economy businesses have created a marketplace of extraordinary change and fluidity. The economical growth has provided companies with revenue and resources to expand, but at the same time, it bolstered expectations of owners, investors and corporate boards.\r\n\r\nAs companies begin to recognize the importance of human capital in implementing more aggressive, growth-oriented strategies, they are also confronting the shortage of executive talent. Attracting and retaining the most qualified people who bring the highest levels of relevant experience to organizations are fundamental to success and survival in a world of growing competition.\r\n\r\nFor this reason, companies are looking for search consultants who are proven professionals of the highest quality and competence. Amrop Hever Baltics has been pioneer in executive search business in the Baltics since 1993, working with the most influential companies in different industries. We are proud that, 7 of 10 assignments come from clients that we have served before.\r\n\r\n/Aiga Ārste-Avotiņa/'),
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\r\nBeing part of European Union, Baltic companies are forced to compete in global arena. Baltic’s joining EU is encouraging a bigger inflow of foreign investment, more mergers and acquisitions, more new companies established, with a consequent need for good key people. The consolidation of many sectors and the impact of new-economy businesses have created a marketplace of extraordinary change and fluidity. The economical growth has provided companies with revenue and resources to expand, but at the same time, it bolstered expectations of owners, investors and corporate boards.\r\n\r\nAs companies begin to recognize the importance of human capital in implementing more aggressive, growth-oriented strategies, they are also confronting the shortage of executive talent. Attracting and retaining the most qualified people who bring the highest levels of relevant experience to organizations are fundamental to success and survival in a world of growing competition.\r\n\r\nFor this reason, companies are looking for search consultants who are proven professionals of the highest quality and competence. Amrop Hever Baltics has been pioneer in executive search business in the Baltics since 1993, working with the most influential companies in different industries. We are proud that, 7 of 10 assignments come from clients that we have served before.\r\n\r\n/Aiga Ārste-Avotiņa/'),
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Our Team
\r\nBeing part of European Union, Baltic companies are forced to compete in global arena. Baltic’s joining EU is encouraging a bigger inflow of foreign investment, more mergers and acquisitions, more new companies established, with a consequent need for good key people. The consolidation of many sectors and the impact of new-economy businesses have created a marketplace of extraordinary change and fluidity. The economical growth has provided companies with revenue and resources to expand, but at the same time, it bolstered expectations of owners, investors and corporate boards.\r\n\r\nAs companies begin to recognize the importance of human capital in implementing more aggressive, growth-oriented strategies, they are also confronting the shortage of executive talent. Attracting and retaining the most qualified people who bring the highest levels of relevant experience to organizations are fundamental to success and survival in a world of growing competition.\r\n\r\nFor this reason, companies are looking for search consultants who are proven professionals of the highest quality and competence. Amrop Hever Baltics has been pioneer in executive search business in the Baltics since 1993, working with the most influential companies in different industries. We are proud that, 7 of 10 assignments come from clients that we have served before.\r\n\r\n/Aiga Ārste-Avotiņa/'),
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Our Team
\r\nBeing part of European Union, Baltic companies are forced to compete in global arena. Baltic’s joining EU is encouraging a bigger inflow of foreign investment, more mergers and acquisitions, more new companies established, with a consequent need for good key people. The consolidation of many sectors and the impact of new-economy businesses have created a marketplace of extraordinary change and fluidity. The economical growth has provided companies with revenue and resources to expand, but at the same time, it bolstered expectations of owners, investors and corporate boards.\r\n\r\nAs companies begin to recognize the importance of human capital in implementing more aggressive, growth-oriented strategies, they are also confronting the shortage of executive talent. Attracting and retaining the most qualified people who bring the highest levels of relevant experience to organizations are fundamental to success and survival in a world of growing competition.\r\n\r\nFor this reason, companies are looking for search consultants who are proven professionals of the highest quality and competence. Amrop Hever Baltics has been pioneer in executive search business in the Baltics since 1993, working with the most influential companies in different industries. We are proud that, 7 of 10 assignments come from clients that we have served before.\r\n\r\n/Aiga Ārste-Avotiņa/'),
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(352, 77, 'lower_text', 'Vadovų vertinimas yra originaliai sukurta įvertinimo metodologija, leidžianti nustatyti aukščiausios bei viduriniosios grandies vadovų vadovavimo kompetencijas, taip pat palyginti esančią bendrovės vadovų komandą su esama rinka.\r\n
Kodėl tai naudinga?
\r\nVadovų vertinimo metodai leidžia objektyviai iš išorės įvertinti kiekvieno kandidato stipriąsias bei silpnąsias puses. Tai tampa vertinga ir svarbu priimant sprendimus, tuo pačiu tarnauja kaip grižtąmasis ryšys vertinimui.\r\n
Kada tai yra reikalinga?
\r\nVadovų vertinimas yra naudingas visuomet, tačiau mūsų patirtis rodo, kad bendrovės dažniausiai kreipiasi pagalbos situacijose, kuomet:\r\n- Reikalingas didžiausio potencialo identifikavimas\r\n- Vyksta įmonių susijungimai, įsigijimai ir įmonės įvertinimai\r\n- Netenkina bendrovės rezultatai arba svarbūs vadovai išeina iš bendrovės\r\n- Vyksta reorganizacija\r\n- Ateina naujas bendrovės pirmasis vadovas\r\n- Paaukštinant pareigose, atsiradus laisvai vadovaujančiai pozicijai\r\n- Norint identifikuoti kompetencijų trūkumus, ruošiant\r\nvadovaujančių darbuotojų mokymo programas.\r\n- Nusprendus vystyti naują verslo strategiją ar kurti naują verslą.\r\n
Kaip tai vyksta?
\r\nVadovų vertinimas vyksta naudojant profesionalią metodiką:\r\n\r\nInterviu – Struktūrizuoti ir kompetetingi interviu vyksta vadovaujantis 2:1 principu. Juos atlieka patyrę konsultantai.\r\n\r\nPalyginimas – Kandidato asmenybinės ir profesinės savybės lyginamos su jau pripažintų rinkos lyderių savybes atitinkančiais standartais.\r\n\r\nRekomendacijų tikrinimas – Kandidato ankstesnės darbo patirties, kvalifikacijų, veiklos rezultatų bei asmenybinių savybių analizė, naudojantis visapusiška darbiniais santykiais susijusių asmenų suteikta informacija 360º principu.\r\n\r\nPsichometrinis testavimas – Asmens įvertinimas naudojant verslui sukurtus ir patvirtintus psichometrinius instrumentus. Psichometrinio testavimo pagalba sudaromas išsamus ir patikimas asmens apibūdinimas.\r\n
Koks yra rezultatas?
\r\nMūsų darbo rezultatas – tai objektyvus ir profesionalus kiekvieno kandidato įvertinimas tiek individualiai, tiek kompanijos vadovybės kontekste, pateikiant savo nuomonę ir rekomendacijas (ką palikti/pakeisti, kokie reikalingi mokymai, siekiant išlaikyti aukštą žinių lygį, kas galimas kultūrinių/organizacinių permainų iniciatorius, kas galbūt nesugebės vesti kompanijos į priekį taip, kai jūs norėtumėte, ir t.t.)'),
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Our Team
\r\nBeing part of European Union, Baltic companies are forced to compete in global arena. Baltic’s joining EU is encouraging a bigger inflow of foreign investment, more mergers and acquisitions, more new companies established, with a consequent need for good key people. The consolidation of many sectors and the impact of new-economy businesses have created a marketplace of extraordinary change and fluidity. The economical growth has provided companies with revenue and resources to expand, but at the same time, it bolstered expectations of owners, investors and corporate boards.\r\n\r\nAs companies begin to recognize the importance of human capital in implementing more aggressive, growth-oriented strategies, they are also confronting the shortage of executive talent. Attracting and retaining the most qualified people who bring the highest levels of relevant experience to organizations are fundamental to success and survival in a world of growing competition.\r\n\r\nFor this reason, companies are looking for search consultants who are proven professionals of the highest quality and competence. Amrop Hever Baltics has been pioneer in executive search business in the Baltics since 1993, working with the most influential companies in different industries. We are proud that, 7 of 10 assignments come from clients that we have served before.\r\n\r\n/Aiga Ārste-Avotiņa/');
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(356, 79, 'lower_text', 'Yra realus pavojus, kad dauguma patyrusių, kvalifikuotų ir gabių žmonių palaipsniui bus “eksportuoti” iš šalies.\r\n\r\nAtsižvelgiant į dabartinę rinkos situaciją, Amrop siūlo keisti tradicinį požiūrį į vadovybės kaitos kompanijos viduje bei vadovų paieškos principus. Vadovų kaita kompanijos viduje yra sunkiai planuojamas, dažnai nenumatomas procesas. Dėl šios priežasties atsiranda vadovų paieškos paslaugų poreikis. Šių paslaugų efektyvumas tiesiogiai priklauso nuo gero vietinės rinkos bei talentingų žmonių, dirbančių mūsų šalyje bei užsienyje žinojimas, įgalinantis Lietuvoje dirbančių vadovų integraciją bet kuriame verslo sektoriuje, bei už Lietuvos ribų dirbančių aukšto lygio specialistų suinteresuotumą diegti savo patirtį ir žinias Lietuvoje . Pastaruoju metu šalyje vystosi naujas vadovų paieškos bei konsultavimo procesų supratimas. Vadovų paieška ir konsultacijos tampa viena svarbiausių išorinio bendrovės konsultavimo formų. Vadovų paieška įgyja išties aukščiausią vadovybės konsultavimo vertę, nes ir puiki strategija reiškia mažai be kompetetingų žmonių, sugebančių tą strategiją sėkmingai įgyvendinti.\r\n\r\n/Audrius Šošas/'),
(1388, 235, 'lower_text', 'Considering the local market situation, Amrop Baltics suggests to change the classical attitude towards management succession and executive search. Management succession is the process characterized by a lack of planning and a failure to develop leaders from within organization that necessitates the use of executive search services. Executive search only becomes efficient in combination of local market understanding, local talent pool and global reach, enabling to bring Lithuanian leaders to any local organization likewise to bring executives from around the world to Lithuania. A new understanding of executive search process and a new realization of executive search consulting are developing in these latter years in the country. Executive search consulting turns to be one of the most important forms of outside advising, that companies can engage. Executive search consulting is becoming indeed the highest form of management consulting because the right strategy means little without the right people to implement it.\r\n\r\n/Audrius Šošas/'),
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Kas gali būti mūsų kandidatais?
\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n
Kaip elgiamės kandidatų atžvilgiu?
\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n
Kodėl naudinga tapti mūsų kandidatu?
\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n
Kaip tapti Amrop duomenų bazės kandidatu?
\r\nSiunčiant CV elektroninio pašto adresu: vilnius@amrop.com\r\n\r\nGalima naudoti AmropCV formą.\r\n\r\nSavanoriškai pateikdami savo asmens duomenis Jūs sutinkate, kad šiuos duomenis vadovaujančių darbuotojų paieškų tikslu duomenų valdytojas UAB „Executive Search Baltics“ (juridinio asmens kodas 110895210, adresas Gedimino pr. 1A-14, Vilnius, Lietuva, tel. +370 5 266 0864, el. p. vilnius@amrop.com) (toliau – Amrop) tvarkytų ir saugotų 6 metus. Savanoriškai atsiųsti bei viešai prieinamuose šaltiniuose pateikiami Jūsų asmens duomenys apie išsilavinimą, profesines patirtis ir kvalifikaciją bus tvarkomi Jūsų sutikimo pagrindu.\r\n\r\nJūs turite teisę atšaukti savo sutikimą, taip pat kitas duomenų subjekto teises - prašyti, kad būtų leista susipažinti su Amrop turimais Jūsų asmens duomenimis ir juos ištaisyti arba ištrinti, arba apriboti duomenų tvarkymą jeigu tam būtų pagrindas, arba teisę nesutikti, kad duomenys būtų tvarkomi, taip pat teisę į duomenų perkeliamumą. Duomenų apsaugos pareigūno, kuriam galite adresuoti savo pašymus ir paklausimus, kontaktiniai duomenys – Mindaugas Valančius, tel. +370 5 266 0864, el.paštas dpo.vilnius@amrop.com. Asmens duomenų apsaugą reglamentuojantys teisės aktai taip pat Jums suteikia teisę pateikti skundą Valstybinei duomenų apsaugos inspekcijai.\r\n\r\nAmrop sprendimu, Jūsų asmens duomenys gali būti perduoti klientams, kurie svarstys kandidatų į vadovaujančius darbuotojus tinkamumą. Jeigu vadovaujančių darbuotojų paiešką vykdytų Amrop partnerystės bendrovės kitose šalyse, Jūsų asmens duomenys gali būti perduoti šioms Amrop bendrovėms. Tuo atveju, jeigu asmens duomenys būtų perduodami minėtiems asmenims už ES ribų, būtų taikomos tinkamos apsaugos priemonės, pavyzdžiui, standartinės duomenų apsaugos sąlygos.'),
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\r\nManagement Assessment provides a thorough analysis of each executive’s strengths and weaknesses from an external and objective point of view. That adds considerable value to any decision process as well as serves also as an objective platform for feedback.\r\n
When is it needed?
\r\nWhile Management assessment can provide benefits at any time, our experience shows that companies most often ask for this service in following situations:\r\n
\r\n
- Identification of High Potential
\r\n
- Mergers, Acquisitions & Due diligence
\r\n
- Unsatisfactory results or key persons leaving the company
\r\n
- Reorganization
\r\n
- New CEO
\r\n
- Filling management vacancies and promotion
\r\n
- Identification of competence gaps and focus areas for key people training and development
\r\n
- New strategic development or establishment of new business
\r\n
\r\n
How is it performed?
\r\nManagement Assessment is performed by using a set of professional tools that includes:\r\n\r\nInterviews (Structured competency based interviews conducted on a 2:1-basis and carried out by experienced interviewers)\r\n\r\nBenchmarking (Comparison of the person against an external standard of recognized leaders of the market)\r\n\r\nReference checking (An investigation of a person’s previous employment history, qualifications, performance and personality using the person’s relevant work related contacts at all levels/ 360°)\r\n\r\nPsychometric testing (Measuring the person with well-validated psychometric instruments, developed for business needs, which produces comprehensive and reliable profile)\r\n
How is it performed?
\r\nAs a result, the client receives objective and professional evaluation of every single participant and an overview of the management team with our findings and recommendations (whom to keep / re-place, what training is required to keep competitive knowledge, who will be a driver of the cultural/organizational change, who will probably not be able to push your company forward in the way you want him or her to do, etc.).'),
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(415, 78, 'lower_text', 'Amrop projektų asistentai ir konsultantai įvertina rinkos situaciją, atlieka lyginamuosius vertinimus ir suranda kandidatus, kurie turi ne tik reikiamas žinias bei patirtį, bet taip pat atitinka organizacijos kultūrinę aplinką. Patyręs Amrop partneris dalyvauja kiekviename paieškos projekte iki jo sėkmingos pabaigos.\r\n\r\nSiekiant užtikrinti tarptautinių paieškų efektyvumą, Amrop pasitelkia globalaus tinklo stiprybes. Paieškos projekto komandą sudaro tų šalių konsultantai, kuriose vykdoma paieška, suprantantys vietinį bei globalų atliekamos paieškos kontekstą ir turintys specifines verslo srities žinias. Tarptautines paieškas koordinuoja vedantysis konsultantas, kuris yra atsakingas už bendravimą su klientu visos paieškos metu.\r\n
Konteksto žinojimu pagrįsta paieška apima:
\r\n
1. Planavimas ir Supratimas
\r\nKonteksto įvertinimas\r\nAtlikus išsamų aptarimą su klientu apie jo poreikius, mes gauname visapusišką supratimą apie organizaciją, jos verslo tikslus, kultūrą bei specifinius pozicijos reikalavimus. Pozicijos patrauklumas kandidatams taip pat atidžiai įvertinamas.\r\n\r\nKonteksto apibendrinimas\r\nNustatomi paieškos tikslai ir sudaromas idealaus kandidato aprašymas. Amrop paruošia informaciją apie ieškomą poziciją ir kompaniją, kuri bus komunikuojama galimiems kandidatams.\r\n\r\nKontekstu pagrįstos žinios\r\nAmrop projektų asistentai vietinėse rinkose atlieka pradinį tyrimą ir įvertinimą, kuris tampa pagrindu paieškai. Naudojantis Amrop tinklo galimybėmis, jie surenka papildomą informaciją apie vykstančius pokyčius rinkose bei kandidatų motyvacijas bei lūkesčius.\r\n\r\nPaieškos strategija\r\nPaieškos strategija yra aptariama ir suderinama su klientu. Tai paremta gera konsultanto patirtimi, rinkos žinojimu ir kūrybingumu. Šiame atsakingame etape nustatoma paieškos kryptis.\r\n
2. Valdymas
\r\nPradiniai kontaktai\r\nPotencialūs kandidatai yra nuodugniai vertinami, patikrinamos jų kompetencijos ir pasiekimai, įvertinamos motyvacijos ir asmeninės savybės bei jų stiprybės ir siplnybės. Visos paieškos metu, klientas yra informuojamas apie paieškos eigą bei atradimus. Kvalifikuotų kandidatų \"ilgasis\" sąrašas, kartu su trumpa kandidatų informacija, dažniausiai aptariamas su klientu bei pateikiamos rekomendacijos, kurie kandidatai galėtų būti tinkamiausi. Šalia informacijos apie kandidatus, klientui taip pat pateikiami atsiliepimai iš rinkos.\r\n\r\nSusitikimai su kandidatais\r\nKandidatai, kurie atitinka pozicijos reikalavimus, yra pristatomi kompanijai. Kiekviename tolesniame bendravimo etape vertinama suinteresuotų šalių pateikiama informacija ir motyvacijos.\r\n
3. Pabaiga
\r\nDerybos\r\nTiek klientai, tiek kandidatai gali pasinaudoti mūsų rinkos žiniomis apie atlyginimus ir motyvacinius priedus, norėdami aptarti konkurencingą ir tinkamą pasiūlymą.\r\n\r\nReferencijos\r\nEsant reikalingumui ir vietinių įstatymų leidžiamose ribose atliekamas referencijų patikrinimas kandidato karjeros pasiekimų patvirtinimui.\r\n\r\nPriežiūra\r\nAmrop vykdo periodinį bendravimą su klientu bei pasirinktu kandidatu, pastarajam pradėjus dirbti. Tai palengvina kandidato integraciją į organizaciją, pradinį bendravimą bei užtikrina abipusį darbo rezultatų ir užsibrėžtų tikslų pasiekimą.'),
(1348, 233, 'lower_text', '
Kodėl tai naudinga?
\r\nVadovų vertinimo metodai leidžia objektyviai iš išorės įvertinti kiekvieno kandidato stipriąsias bei silpnąsias puses. Tai tampa vertinga ir svarbu priimant sprendimus, tuo pačiu tarnauja kaip grižtąmasis ryšys vertinimui.\r\n
Kada tai yra reikalinga?
\r\nVadovų vertinimas yra naudingas visuomet, tačiau mūsų patirtis rodo, kad bendrovės dažniausiai kreipiasi pagalbos situacijose, kuomet:\r\n- Reikalingas didžiausio potencialo identifikavimas\r\n- Vyksta įmonių susijungimai, įsigijimai ir įmonės įvertinimai\r\n- Netenkina bendrovės rezultatai arba svarbūs vadovai išeina iš bendrovės\r\n- Vyksta reorganizacija\r\n- Ateina naujas bendrovės pirmasis vadovas\r\n- Paaukštinant pareigose, atsiradus laisvai vadovaujančiai pozicijai\r\n- Norint identifikuoti kompetencijų trūkumus, ruošiant\r\nvadovaujančių darbuotojų mokymo programas.\r\n- Nusprendus vystyti naują verslo strategiją ar kurti naują verslą.\r\n
Kaip tai vyksta?
\r\nVadovų vertinimas vyksta naudojant profesionalią metodiką:\r\n\r\nInterviu – Struktūrizuoti ir kompetetingi interviu vyksta vadovaujantis 2:1 principu. Juos atlieka patyrę konsultantai.\r\n\r\nPalyginimas – Kandidato asmenybinės ir profesinės savybės lyginamos su jau pripažintų rinkos lyderių savybes atitinkančiais standartais.\r\n\r\nRekomendacijų tikrinimas – Kandidato ankstesnės darbo patirties, kvalifikacijų, veiklos rezultatų bei asmenybinių savybių analizė, naudojantis visapusiška darbiniais santykiais susijusių asmenų suteikta informacija 360º principu.\r\n\r\nPsichometrinis testavimas – Asmens įvertinimas naudojant verslui sukurtus ir patvirtintus psichometrinius instrumentus. Psichometrinio testavimo pagalba sudaromas išsamus ir patikimas asmens apibūdinimas.\r\n
Koks yra rezultatas?
\r\nMūsų darbo rezultatas – tai objektyvus ir profesionalus kiekvieno kandidato įvertinimas tiek individualiai, tiek kompanijos vadovybės kontekste, pateikiant savo nuomonę ir rekomendacijas (ką palikti/pakeisti, kokie reikalingi mokymai, siekiant išlaikyti aukštą žinių lygį, kas galimas kultūrinių/organizacinių permainų iniciatorius, kas galbūt nesugebės vesti kompanijos į priekį taip, kai jūs norėtumėte, ir t.t.)'),
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Our Team
\r\nBeing part of European Union, Baltic companies are forced to compete in global arena. Baltic’s joining EU is encouraging a bigger inflow of foreign investment, more mergers and acquisitions, more new companies established, with a consequent need for good key people. The consolidation of many sectors and the impact of new-economy businesses have created a marketplace of extraordinary change and fluidity. The economical growth has provided companies with revenue and resources to expand, but at the same time, it bolstered expectations of owners, investors and corporate boards.\r\n\r\nAs companies begin to recognize the importance of human capital in implementing more aggressive, growth-oriented strategies, they are also confronting the shortage of executive talent. Attracting and retaining the most qualified people who bring the highest levels of relevant experience to organizations are fundamental to success and survival in a world of growing competition.\r\n\r\nFor this reason, companies are looking for search consultants who are proven professionals of the highest quality and competence. Amrop Hever Baltics has been pioneer in executive search business in the Baltics since 1993, working with the most influential companies in different industries. We are proud that, 7 of 10 assignments come from clients that we have served before.\r\n\r\n/Aiga Ārste-Avotiņa/'),
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Who are our candidates?
\r\nOur candidates are top executives, mid-level managers and top specialists.\r\n\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
How is it possible to join Amrop database?
\r\nBy sending the CV to the address Tallinn@amrop.com, Vilnius@amrop.com or Riga@amrop.com .\r\n\r\nIt is possible to use also our form:'),
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Amrop Latvia
\r\n
\r\n
SIA Executive Search Baltics Smilšu 18,
\r\n
Rīga, Latvija, LV-1050
\r\n
Tel.: +371 67210408
\r\n
Fax: +371 67210422
\r\n
E-mail: riga@amrop.com
\r\n
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(610, 109, 'lower_text', 'Amrop researchers and consultants assess market availability, use comparative benchmarking and find candidates who not only have the required experience and expertise but are the correct cultural fit with the organisation . A senior Amrop partner is involved in every search assignment until its successful completion.\r\n\r\nTo ensure the effectiveness of multi-country and international search assignments, Amrop leverages the strength of its global network. Typically, a project team comprises consultants from countries where the search is being conducted and who understand both the local and global context in which the search will take place. Consultants with specific industry expertise are also involved. Multi-country assignments are coordinated by a lead consultant who acts as the primary interface with the client.\r\n
The context driven process includes:
\r\n
1. Planning & Insight
\r\nContext Assessment\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\nContext Brief\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\nContextual Intelligence\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\nSearch Strategy\r\nA specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n
2. Management
\r\nInitial Contact\r\nPotential candidates are thoroughly screened, their qualifications examined, past performance verified, motivation and personality assessed and, where appropriate, strengths and weaknesses appraised.\r\n\r\nThroughout the search process, the client is kept informed of progress and findings. A long list of qualified candidates together with brief profiles is usually presented to the client along with recommendations of those who best meet the specifications. Aside from comprehensive candidate reports, market reaction is also constantly feedback to the client.\r\n\r\nCandidate Meetings\r\nCandidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n
3. Closure
\r\nNegotiations\r\nBoth the client and the candidate draw on our vast reservoir of knowledge in market compensation and benefits to discuss and structure a competitive and equitable package.\r\n\r\nReferences\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\nHandholding\r\nAfter a successful candidate has been appointed and begun their assignment, Amrop maintains an ongoing dialogue with both the candidate and the client to ensure a smooth integration into the organisation and, at the same time, assure the achievement of performance goals. At this stage, Amrop can also take on the communication of the new appointment to the press and inside the organisation, if required.'),
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The context driven process includes:
\r\n
1. Planning & Insight
\r\nContext Assessment\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\nContext Brief\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\nContextual Intelligence\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\nSearch Strategy\r\nA specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n
2. Management
\r\nInitial Contact\r\nPotential candidates are thoroughly screened, their qualifications examined, past performance verified, motivation and personality assessed and, where appropriate, strengths and weaknesses appraised.\r\n\r\nThroughout the search process, the client is kept informed of progress and findings. A long list of qualified candidates together with brief profiles is usually presented to the client along with recommendations of those who best meet the specifications. Aside from comprehensive candidate reports, market reaction is also constantly feedback to the client.\r\n\r\nCandidate Meetings\r\nCandidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n
3. Closure
\r\nNegotiations\r\nBoth the client and the candidate draw on our vast reservoir of knowledge in market compensation and benefits to discuss and structure a competitive and equitable package.\r\n\r\nReferences\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\nHandholding\r\nAfter a successful candidate has been appointed and begun their assignment, Amrop maintains an ongoing dialogue with both the candidate and the client to ensure a smooth integration into the organisation and, at the same time, assure the achievement of performance goals. At this stage, Amrop can also take on the communication of the new appointment to the press and inside the organisation, if required.'),
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The context driven process includes:
\r\n
1. Planning & Insight
\r\nContext Assessment\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\nContext Brief\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\nContextual Intelligence\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\nSearch Strategy\r\nA specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n
2. Management
\r\nInitial Contact\r\nPotential candidates are thoroughly screened, their qualifications examined, past performance verified, motivation and personality assessed and, where appropriate, strengths and weaknesses appraised.\r\n\r\nThroughout the search process, the client is kept informed of progress and findings. A long list of qualified candidates together with brief profiles is usually presented to the client along with recommendations of those who best meet the specifications. Aside from comprehensive candidate reports, market reaction is also constantly feedback to the client.\r\n\r\nCandidate Meetings\r\nCandidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n
3. Closure
\r\nNegotiations\r\nBoth the client and the candidate draw on our vast reservoir of knowledge in market compensation and benefits to discuss and structure a competitive and equitable package.\r\n\r\nReferences\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\nHandholding\r\nAfter a successful candidate has been appointed and begun their assignment, Amrop maintains an ongoing dialogue with both the candidate and the client to ensure a smooth integration into the organisation and, at the same time, assure the achievement of performance goals. At this stage, Amrop can also take on the communication of the new appointment to the press and inside the organisation, if required.'),
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The context driven process includes:
\r\n
1. Planning & Insight
\r\nContext Assessment\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\nContext Brief\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\nContextual Intelligence\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\nSearch Strategy\r\nA specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n
2. Management
\r\nInitial Contact\r\nPotential candidates are thoroughly screened, their qualifications examined, past performance verified, motivation and personality assessed and, where appropriate, strengths and weaknesses appraised.\r\n\r\nThroughout the search process, the client is kept informed of progress and findings. A long list of qualified candidates together with brief profiles is usually presented to the client along with recommendations of those who best meet the specifications. Aside from comprehensive candidate reports, market reaction is also constantly feedback to the client.\r\n\r\nCandidate Meetings\r\nCandidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n
3. Closure
\r\nNegotiations\r\nBoth the client and the candidate draw on our vast reservoir of knowledge in market compensation and benefits to discuss and structure a competitive and equitable package.\r\n\r\nReferences\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\nHandholding\r\nAfter a successful candidate has been appointed and begun their assignment, Amrop maintains an ongoing dialogue with both the candidate and the client to ensure a smooth integration into the organisation and, at the same time, assure the achievement of performance goals. At this stage, Amrop can also take on the communication of the new appointment to the press and inside the organisation, if required.'),
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(634, 112, 'lower_text', 'Amrop researchers and consultants assess market availability, use comparative benchmarking and find candidates who not only have the required experience and expertise but are the correct cultural fit with the organisation . A senior Amrop partner is involved in every search assignment until its successful completion.\r\n\r\nTo ensure the effectiveness of multi-country and international search assignments, Amrop leverages the strength of its global network. Typically, a project team comprises consultants from countries where the search is being conducted and who understand both the local and global context in which the search will take place. Consultants with specific industry expertise are also involved. Multi-country assignments are coordinated by a lead consultant who acts as the primary interface with the client.\r\n
The context driven process includes:
\r\n
1. Planning & Insight
\r\nContext Assessment\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\nContext Brief\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\nContextual Intelligence\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\nSearch Strategy\r\nA specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n
2. Management
\r\nInitial Contact\r\nPotential candidates are thoroughly screened, their qualifications examined, past performance verified, motivation and personality assessed and, where appropriate, strengths and weaknesses appraised.\r\n\r\nThroughout the search process, the client is kept informed of progress and findings. A long list of qualified candidates together with brief profiles is usually presented to the client along with recommendations of those who best meet the specifications. Aside from comprehensive candidate reports, market reaction is also constantly feedback to the client.\r\n\r\nCandidate Meetings\r\nCandidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n
3. Closure
\r\nNegotiations\r\nBoth the client and the candidate draw on our vast reservoir of knowledge in market compensation and benefits to discuss and structure a competitive and equitable package.\r\n\r\nReferences\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\nHandholding\r\nAfter a successful candidate has been appointed and begun their assignment, Amrop maintains an ongoing dialogue with both the candidate and the client to ensure a smooth integration into the organisation and, at the same time, assure the achievement of performance goals. At this stage, Amrop can also take on the communication of the new appointment to the press and inside the organisation, if required.'),
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The context driven process includes:
\r\n
1. Planning & Insight
\r\nContext Assessment\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\nContext Brief\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\nContextual Intelligence\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\nSearch Strategy\r\nA specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n
2. Management
\r\nInitial Contact\r\nPotential candidates are thoroughly screened, their qualifications examined, past performance verified, motivation and personality assessed and, where appropriate, strengths and weaknesses appraised.\r\n\r\nThroughout the search process, the client is kept informed of progress and findings. A long list of qualified candidates together with brief profiles is usually presented to the client along with recommendations of those who best meet the specifications. Aside from comprehensive candidate reports, market reaction is also constantly feedback to the client.\r\n\r\nCandidate Meetings\r\nCandidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n
3. Closure
\r\nNegotiations\r\nBoth the client and the candidate draw on our vast reservoir of knowledge in market compensation and benefits to discuss and structure a competitive and equitable package.\r\n\r\nReferences\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\nHandholding\r\nAfter a successful candidate has been appointed and begun their assignment, Amrop maintains an ongoing dialogue with both the candidate and the client to ensure a smooth integration into the organisation and, at the same time, assure the achievement of performance goals. At this stage, Amrop can also take on the communication of the new appointment to the press and inside the organisation, if required.'),
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The context driven process includes:
\r\n
1. Planning & Insight
\r\nContext Assessment\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\nContext Brief\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\nContextual Intelligence\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\nSearch Strategy\r\nA specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n
2. Management
\r\nInitial Contact\r\nPotential candidates are thoroughly screened, their qualifications examined, past performance verified, motivation and personality assessed and, where appropriate, strengths and weaknesses appraised.\r\n\r\nThroughout the search process, the client is kept informed of progress and findings. A long list of qualified candidates together with brief profiles is usually presented to the client along with recommendations of those who best meet the specifications. Aside from comprehensive candidate reports, market reaction is also constantly feedback to the client.\r\n\r\nCandidate Meetings\r\nCandidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n
3. Closure
\r\nNegotiations\r\nBoth the client and the candidate draw on our vast reservoir of knowledge in market compensation and benefits to discuss and structure a competitive and equitable package.\r\n\r\nReferences\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\nHandholding\r\nAfter a successful candidate has been appointed and begun their assignment, Amrop maintains an ongoing dialogue with both the candidate and the client to ensure a smooth integration into the organisation and, at the same time, assure the achievement of performance goals. At this stage, Amrop can also take on the communication of the new appointment to the press and inside the organisation, if required.'),
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The context driven process includes:
\r\n
1. Planning & Insight
\r\nContext Assessment\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\nContext Brief\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\nContextual Intelligence\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\nSearch Strategy\r\nA specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n
2. Management
\r\nInitial Contact\r\nPotential candidates are thoroughly screened, their qualifications examined, past performance verified, motivation and personality assessed and, where appropriate, strengths and weaknesses appraised.\r\n\r\nThroughout the search process, the client is kept informed of progress and findings. A long list of qualified candidates together with brief profiles is usually presented to the client along with recommendations of those who best meet the specifications. Aside from comprehensive candidate reports, market reaction is also constantly feedback to the client.\r\n\r\nCandidate Meetings\r\nCandidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n
3. Closure
\r\nNegotiations\r\nBoth the client and the candidate draw on our vast reservoir of knowledge in market compensation and benefits to discuss and structure a competitive and equitable package.\r\n\r\nReferences\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\nHandholding\r\nAfter a successful candidate has been appointed and begun their assignment, Amrop maintains an ongoing dialogue with both the candidate and the client to ensure a smooth integration into the organisation and, at the same time, assure the achievement of performance goals. At this stage, Amrop can also take on the communication of the new appointment to the press and inside the organisation, if required.'),
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Why is it useful?
\r\nManagement Assessment provides a thorough analysis of each executive’s strengths and weaknesses from an external and objective point of view. That adds considerable value to any decision process as well as serves also as an objective platform for feedback.\r\n
When is it needed?
\r\nWhile Management assessment can provide benefits at any time, our experience shows that companies most often ask for this service in following situations:\r\n- Identification of High Potential\r\n- Mergers, Acquisitions & Due diligence\r\n- Unsatisfactory results or key persons leaving the company\r\n- Reorganization\r\n- New CEO\r\n- Filling management vacancies and promotion\r\n- Identification of competence gaps and focus areas for key people training and development\r\n- New strategic development or establishment of new business\r\n
How is it performed?
\r\nManagement Assessment is performed by using a set of professional tools that includes:\r\n\r\nInterviews (Structured competency based interviews conducted on a 2:1-basis and carried out by experienced interviewers)\r\n\r\nBenchmarking (Comparison of the person against an external standard of recognized leaders of the market)\r\n\r\nReference checking (An investigation of a person’s previous employment history, qualifications, performance and personality using the person’s relevant work related contacts at all levels / 360 °)\r\n\r\nPsychometric testing (Measuring the person with well-validated psychometric instruments, developed for business needs, which produces comprehensive and reliable profile)\r\n
What is the result?
\r\nAs a result, the client receives objective and professional evaluation of every single participant and an overview of the management team with our findings and recommendations (whom to keep / re-place, what training is required to keep competitive knowledge, who will be a driver of the cultural/organizational change, who will probably not be able to push your company forward in the way you want him or her to do, etc.).'),
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Kādēļ tā ir vajadzīga?
\r\nPersonāla novērtēšana sniedz objektīvu, detalizētu katra vadītāja stipro un vājo pušu analīzi. Tas savukārt piešķir ievērojamu vērtību jebkuram vadības lēmumam, kā arī kalpo par objektīvu platformu atgriezeniskās saites veidošanai.\r\n
Kad tā ir nepieciešama?
\r\nLai gan personāla novērtēšana uzņēmumam sniedz priekšrocības jebkurā situācijā, mūsu pieredze rāda, ka visbiežāk uzņēmumi personāla novērtēšanu vēlas veikt šados gadījumos:\r\n- Jaunu potenciālu vadītāju identificēšana, atrašana\r\n- Uzņēmumu apvienošanās, iegāde un Due diligence procesi pie uzņēmumu apvienošanās\r\n- Neapmierinoši darba rezultāti vai labāko darbinieku aiziešana strādāt uz citiem uzņēmumiem\r\n- Reorganizācijas procesi\r\n- Jauns uzņēmuma vai iestādes vadītājs\r\n- Vadības komandas izveidošana vai darbinieku paaugstināšana amatā\r\n- Vadības pārstāvju kompetenču trūkuma apzināšana un nepieciešamo apmācību un treniņu programmas noteikšana un izveide\r\n- Jaunu stratēģiju vai biznesa virzienu noteikšana\r\n
Kā tā tiek veikta?
\r\nPersonāla novērtēšana tiek veikta, izmantojot profesionālu instrumentu kopumu, kas ietver:\r\n\r\nIntervijas – strukturētas, uz kompetenču modeli balstītas intervijas, kuras vienlaicīgi vada divi pieredzējuši konsultanti.\r\n\r\nKonkurētspējas aptauja (Benchmarking) – kandidātu prasmju līmeņa salīdzinājums ar citiem kandidātiem attiecīgajā industrijā vai amatu grupā.\r\n\r\nAtsauksmju pārbaude – darbinieka iepriekšējās darba pieredzes, kvalifikācijas, pienākumu izpildes un personības izpēte, izmantojot noteiktu kontaktpersonu sniegto informāciju un rekomendācijas/360°.\r\n\r\nPsiholoģiskie testi – labi pārbaudīti psiholoģisko īpašību un spēju noteikšanas instrumenti, kas ir izstrādāti, pamatojoties uz starptautiski atzītām teorijām un adaptēti vietējā tirgus prasībām.\r\n
Kāds ir rezultāts?
\r\nPersonāla novērtēšanas rezultātā klients saņem objektīvu un profesionālu katra kandidāta novērtējumu, kā arī vadības komandas pārskatu ar mūsu secinājumiem un rekomendācijām (kuru no darbiniekiem paturēt; kuru pārcelt citā amatā; kādas apmācības būtu nepieciešamas, lai celtu un paaugstinātu darbinieku kompetences līmeni; kurš no darbiniekiem būtu uzņēmuma kultūras/izmaiņu virzītājs; kurš/kura visticamāk nevarēs virzīt uzņēmumu tajā virzienā, kādā jūs vēlētos utt.).'),
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(674, 120, 'lower_text', 'Amrop projektu asistenti un konsultanti pastāvīgi pēta tirgu, pielieto salīdzināšanas metodes un identificē kandidātus, kuriem ir ne tikai nepieciešamā pieredze un kompetences, bet arī personības saderība ar attiecīgo organizācijas kultūru. Amrop partneri iesaistās katrā izpētes projektā līdz vislabākā risinājuma sasniegšanai.\r\n\r\nLai nodrošinātu starpvalstu un straptautisku izpētes uzdevumu izpildi, Amrop izmanto sava globālā tīkla spēku. Projekta komanda parasti sastāv no konsultantiem, kas pārstāv valsti, kur notiek izpēte. Viņi saprot vietējo un globālo kontekstu visos tā aspektos. Projektu, kas tiek realizēts vairākās valstīs, vada galvenais konsultants. Viņš ir personiski atbildīgs klientam par visu darbu koordināciju un galīgā rezultāta sasniegšanu.\r\n
Uz kontekstu balstīts process ietver:
\r\n
1. Plānošana un izpratne
\r\nKonteksta izvērtēšana\r\nPēc padziļinātas konsultācijas ar klientu par viņa vajadzībām, mums rodas visaptveroša sapratne par organizāciju, tās biznesa mērķiem, kultūru, kā arī vakancei specifiskām prasībām. Turklāt, rūpīgi tiek analizēti arī iemesli, kāpēc darbs varētu būt saistošs potenciālajiem kandidātiem.\r\n\r\nKonteksta rezumējums\r\nTiek nodefinēti projekta mērķi, un izveidots ideālā kandidāta profils. Amrop sagatvo arī komunikācijas materiālus, kas potenciālajiem kandidātiem raksturo karjeras attīstības iespēju un klienta uzņēmumu.\r\n\r\nKonteksta izpratne\r\nAmrop pētnieki vietējos tirgos visā pasaulē veic rūpīgu tirgus analīzi. Izmantojot Amrop tīkla struktūru, viņi ātri gūst papildus ieskatu un izpratni par ātri mainīgajiem tirgiem un kandidātu vajadzībām un prasībām.\r\n\r\nIzpētes stratēģija\r\nKopā ar klientu tiek izstrādāta un saskaņota unikāla izpētes stratēģija. Tā bieži vien ir balstīta uz izpētes veicēja no pieredzi un radošo pieeju. Šis ir būtisks projekta posms, jo tā tiek nodefinēts pareizais meklēšanas virziens.\r\n
2. Realizācija
\r\nSākotnējais kontakts\r\nTiek padziļināti izpētīti potenciālie kandidāti, izskatītas viņu kvalifikācijas, pārbaudīti iepriekšējie sasniegumi, novērtēta motivācija un personība, un identificētas stiprās un vājās puses.\r\nVisas izpētes laikā klients tiek informēts par meklēšanas gaitu un rezultātiem. Klientam tiek prezentēts kvalificētu kandidātu garais saraksts ar īsiem profiliem. Mēs arī izsakām savu viedokli par prioritātēm un tiem kandidātiem, kas vislabāk atbilst klienta prasībām, kā arī sniedzam atgriezeniesko saiti no tirgus.\r\n\r\nTikšanās ar kandidātiem\r\nKandidāti, kas vislabāk atbilst prasībām, tiek virzīti tālāk. Pēc katra kontakta mēs nodrošinām atgriezeniesko saiti gan klientam, gan arī kandidātam, informējot par abu pušu ieinteresētību.\r\n
3. Noslēgums
\r\nPārrunas\r\nGan klienti, gan kandidāti var balstīties uz mūsu zināšanām par tirgum adekvātiem nosacījmiem, lai pārrunātu un izveidotu konkurētspējīgu un atbilstošu atalgojuma paketi.\r\n\r\nAtsauksmes\r\nPar finālkandidātiem tiek veikta padziļināta un formāla atsauksmju pārbaude, kas apstiprina kandidātu profesionālos sasniegumus.\r\n\r\nPēcprojekta konsultēšana\r\nPēc tam, kad izvēlētais kandidāts ir iecelts amatā, Amrop turpina uzturēt kontaktus gan ar viņu, gan arī klientu, lai nodrošinātu veiksmīgu integrāciju organizācijā. Ja nepieciešams, Amrop var arī uzņemties mēdiju informēšanu par jauno nozīmējumu, kā arī veikt iekšējo komunikāciju klienta uzņēmumā.'),
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\r\nSIA Executive Search Baltics\r\nSmilšu iela 18, Rīga, Latvija, LV-1050\r\nTālrunis: +371 67210408\r\nFakss: +371 67210422\r\nE-pasts: riga@amrop.com\r\n\r\n '),
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(710, 127, 'lower_text', 'Daži no viņiem šobrīd gatavojas pārmaiņām un meklē jaunus izaicinājumus. Lielākā daļa cītīgi strādā, ieņemot atbildīgus amatus pie pašreizējā darba devēja. Taču būdami progresīvi domājoši un zinātkāri, viņi, tirgus izmaiņu rezultātā, vienmēr ir ieinteresēti apspriest jaunas darba iespējas.\r\n
Kā mēs strādājam ar kandidātiem?
\r\nMēs strādājam ar kandidātiem tieši pēc tāda paša principa, kā mēs strādājam ar saviem klientiem, t.i., konfidenciāli, delikāti un respektējot vienam otru. Iespējams, tas ir tādēļ, ka daudzi no mūsu kandidātiem nākotnē kļūst par mūsu klientiem.\r\n\r\nMūsu datubāze ir pieejama tikai mūsu konsultantiem. Mēs nekad neizpaužam klientiem informāciju par mūsu kandidātiem bez kandidāta iepriekšējas piekrišanas.\r\n
Kādas priekšrocības ir mūsu kandidātiem?
\r\nPievienojot informāciju par sevi \"Amrop\" datubāzē, pirmkārt, mūsu kandidātiem ir iespēja līdzdarboties \"Amrop\" starptautiskajos projektos. Otrkārt, saņemt personīgus paziņojumus par \"Amrop\" projektiem, kas savukārt paver viņiem labākas iespējas darba tirgū.\r\n
Kā ir iespējams nosūtīt informāciju par sevi Amrop datubāzei?
\r\nNosūtot savu CV uz e-pasta adresi Riga@amrop.com.\r\n\r\nJums ir iespēja izmantot arī mūsu piedāvāto formu:'),
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Who are our candidates?
\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
How is it possible to join Amrop database?
\r\nBy sending the CV to the address Tallinn@amrop.com, Vilnius@amrop.com or Riga@amrop.com .\r\n\r\nIt is possible to use also our form:'),
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(718, 129, 'sidebar_image_1', ''),
(719, 129, '_sidebar_image_1', 'field_55c881fb6c442'),
(720, 129, 'sidebar_image_2', ''),
(721, 129, '_sidebar_image_2', 'field_55c882236c443'),
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(726, 131, 'lower_text', '\r\nThe consolidation of many sectors and the impact of new-economy businesses have created a marketplace of extraordinary change and fluidity. The economical growth has provided companies with revenue and resources to expand, but at the same time, it bolstered expectations of owners, investors and corporate boards.\r\n\r\nAs companies begin to recognize the importance of human capital in implementing more aggressive, growth-oriented strategies, they are also confronting the shortage of executive talent. Attracting and retaining the most qualified people who bring the highest levels of relevant experience to organizations are fundamental to success and survival in a world of growing competition.\r\n\r\nFor this reason, companies are looking for search consultants who are proven professionals of the highest quality and competence. Amrop Hever Baltics has been pioneer in executive search business in the Baltics since 1993, working with the most influential companies in different industries. We are proud that, 7 of 10 assignments come from clients that we have served before.\r\n\r\n/Aiga Ārste-Avotiņa/'),
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(729, 131, '_sidebar_image_1', 'field_55c881fb6c442'),
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(738, 133, 'lower_text', 'Turklāt ir nodibināti vairāki jauni uzņēmumi, kas likumsakarīgi rada nepieciešamību pēc labiem, prasmīgiem vadītājiem. Vairāku sektoru nostiprināšanās un jaunā ekonomikas biznesa ietekme ir radījusi nepieredzētas izmaiņas un nepastāvību tirgū. Valsts ekonomiskā izaugsme ir sekmējusi uzņēmumu ienākumu gūšanas iespējas un resursu palielināšanos uzņēmumu attīstībai, taču tajā pašā laikā ir stiprinājusi arī īpašnieku, investoru un korporatīvās vadības gaidas.\r\n\r\nUzņēmumi arvien vairāk sāk apzināties darba spēka nozīmību, pielietojot aizvien agresīvākas uz izaugsmi orientētas stratēģijas. Turklāt tie saskaras ar talantīgu vadītāju trūkumu. Lai izdzīvotu nepārtraukti mainīgajā konkurences vidē, jebkuram uzņēmumam ir svarīgi piesaistīt un noturēt viskvalificētākos darbiniekus, kuri ir ieguvuši augsta līmeņa izglītību un pieredzi.\r\n\r\nTieši šī iemesla dēļ uzņēmumi vēršas pie personāla atlases konsultantiem, kuri ir pierādījuši savu profesionālitāti ar pakalpojumu augsto kvalitātes līmeni un kompetenci. \"Amrop Hever Baltics\" ir pirmais uzņēmums augstākā un vidējā līmeņa vadītāju atlases jomā, kas savu darbību Baltijā uzsāka 1993.gadā, strādājot ar dažādu industriju ietekmīgākajiem uzņēmumiem. Mēs lepojamies ar to, ka 7 no 10 projektiem tiek noslēgti ar klientiem, ar kuriem mēs esam strādājuši jau iepriekš.\r\n\r\n/Aiga Ārste-Avotiņa/'),
(739, 133, '_lower_text', 'field_55c21184b1d71'),
(740, 133, 'sidebar_image_1', '69'),
(741, 133, '_sidebar_image_1', 'field_55c881fb6c442'),
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(744, 134, 'lower_text', 'Our ability to do so is based on three fundamental strengths:\r\n
1. Contextual knowledge
\r\nOur understanding of context means we have effective insight into local conditions that can affect both clients and candidates. And we know how to get things done on the ground. Our clients get access to the very latest research and information on markets, talent availability and candidate expectations. We source talent from around the world and we have the deep insight and experience within different industry sectors that is critical to the success of a search. With 84 offices in 57 countries, we know the world like our own backyard.\r\n
2. Senior attention
\r\nWe believe every client deserves the benefit of working with a senior partner every time. On every job. Partners with industry knowledge, who have built their own businesses and reputations in their markets. Partners with practical insights into attracting and retaining the very best talent a market has to offer. We’re entrepreneurs at heart. We’re not held back by rigid procedures and corporate politics like so many other more traditional search firms. And because Amrop partners have vested interests in the countries in which they operate—we don’t just pick up and leave when the going gets tough–clients gain the perspective of long experience with local business cycles. Amrop senior partners work closely with clients to make sure they get executive leadership that fits their business, position and company culture.\r\n
3. Our global network
\r\nOur global networked structure makes it easy for clients and candidates to access a wealth of knowledge and expertise. Because we’re not constrained by hierarchy, or the rigid structures imposed by traditional search companies, we can respond quickly and efficiently to clients’ needs. We listen to our clients rather than to a corporate head office.\r\n\r\nWe are united by our Context Driven approach to executive search that encompasses shared values, standards, policies and procedures while reflecting the unique realities on the ground in local markets around the world. With broader coverage than most global search firms, our people know their markets because they’ve built their businesses in them.\r\n\r\nWherever you are, you are at the center of our network.'),
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(750, 135, 'lower_text', 'Mūsu veiksme balstās uz trim fundamentālām priekšrocībām:\r\n
1. Kontekstuālās zināšanas
\r\nMūsu izpratne par kontekstu nozīmē, ka mums ir pamatīgas zināšanas par vietējiem apstākļiem, kas ietekmē gan klientus, gan kandidātus. Mēz zinām, kā veikt lietas katrā vietējā tirgū, kur atrodamies. Saviem klientiem mēs sniedzam pašu jaunākajo informāciju par tirgu un tā dalībniekiem, talantu pieejamību un kandidātu motivāciju. Mēs meklējam atbilstošus kandidātus visā pasaulē, un mums ir dziļš redzējums un pieredze dažādajās nozarēs. Ar 84 birojiem 57 valstīs mēs zinām pasauli kā savu pagalmu.\r\n
2. Pieredzējuši darbinieki
\r\nMēs ticam, ka katrs klients ir pelnījis strādāt ar pieredzējušu partneri katru reizi, katrā projektā. Mūsu partneri, ir pieredzējuši cilvēki, kam ir zināšanas par industrijām, viņi ir izveidojuši savu biznesu un reputāciju vietējos tirgos. Mūsu partneriem ir praktiska pieredze pašu labāko talantu atlasē. Mēs esam uzņēmēji savās sirdīs. Mūs neierobežo neelastīgas procedūras un korporatīvās politikas kā daudzās citās tradicionālākās atlases kompānijās. Amrop partneri ir investējuši valstīs, kurās tie darbojas. Tāpēc mēs vienkārši nedodamies prom, kad rodas grūtības - mūsu klienti ir sadarbojušies ar mums gan labos, gan arī sliktos laikos. Amrop pieredzējušie partneri neatlaidīgi sadarbojas ar klientiem, lai iegūtu pilnīgu pārliecību par klientam vislabāko risinājumu.\r\n
3. Mūsu globālais tīkls
\r\nMūsu globālā tīkla struktūra ļauj klientiem un kandidātiem visērtākajā veidā piekļūt mūsu zināšanām un pieredzei. Mēs varam ātri un efektīvi pielāgoties klientu vēlmēm, jo mūs neierobežo hierarhija vai neelastīgas struktūras, kas raksturīgas tradicionāliem atlases uzņēmumiem. 100% savas uzmanības mēs veltām mūsu klientiem.\r\n\r\nMēs esam vienoti mūsu uz Kontekstu balstītajā pieejā augstākā līmeņa personāla atlasē, kas ietver kopīgas vērtības, standartus, darbības plānus un procedūras, vienlaicīgi elastīgi reģējot uz unikālajiem notikumiem vietējos tirgos. Pateicoties pārklājumumam, kas ir lielāks nekā vairumam globālo atlases uzņēmumu, mūsu cilvēki zina savus tirgus, tāpēc, ka viņi šeit ir izveidojuši savus biznesus.\r\n\r\nLai kur jūs būtu, jūs būsiet mūsu tīkla centrā.'),
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1. Konteksto žinojimas
\r\nSugebėjimas suvokti kontekstą reiškia, kad mes gerai suprantame vietinės rinkos sąlygas, kurios gali turėti įtakos tiek klientams, tiek kandidatams. Mes žinome, kaip veikti esant atitinkamoms sąlygoms konkrečioje rinkoje. Mūsų klientai turi galimybę gauti naujausią informaciją apie rinkas, esamus talentus ir kandidatų lūkesčius. Galime ieškoti talentų visame pasaulyje bei turime gerą skirtingų verslo sričių patirtį, kuri yra ypatingai svarbi vykdant paiešką. Veikdami iš 84 biurų 57 šalyse, žinome pasaulio rinką kaip vietinę aplinką.\r\n
2. Patyrę žmonės
\r\nMes tikime, kad visi klientai nusipelnę kiekvienoje paieškoje dirbti su labiausiai patyrusiais partneriais. Partneriais, turinčiais geras verslo srities žinias bei aukštą reputaciją vietinėse rinkose. Partneriais, turinčiais įžvalgą surasti ir sudominti geriausius talentus vietinėse rinkose. Mes dirbame lanksčiai, pritaikydami savo procedūras pagal klientų poreikius. Amrop partneriai yra tiesiogiai atsakingi už vadovų paieškas konkrečiose rinkose, todėl esame suinteresuoti ilgalaikės partnerystės perspektyva su kiekvienu klientu. Patyrę Amrop partneriai glaudžiai dirba su klientais užtikrindami, kad jiems bus surasti geriausi vadovai, labiausiai tinkantys pagal klientų verslo specifiką, ieškomų pozicijų reikalavimus ir kompanijų kultūrą.\r\n
3. Globalus tinklas
\r\nMūsų globalaus tinklo struktūra suteikia visiems klientams ir kandidatams galimybę naudotis mūsų žiniomis ir patirtimi. Mes veikiame greitai ir veiksmingai pagal konkrečius kiekvieno kliento poreikius, esame nevaržomi nelanksčių hierarchinių struktūrų.\r\n\r\nMus vienija konteksto žinojimu pagrįsta vadovų paieška, apimanti vieningas vertybes, standartus bei procesus, ir tuo pačiu atspindinti unikalias vietinių rinkų aktualijas visame pasaulyje. Mūsų žmonės gerai žino rinkas, kuriose veikia ir yra pilnai atsakingi už vadovų paiešką jose. Taigi, mūsų veiklos apimtis platesnė nei kitų globalių paieškos kompanijų.\r\n\r\nKad ir kur Jūs bebūtumėte, Jūs esat mūsų tinklo dėmesio centre.'),
(1336, 230, 'lower_text', '
1. Konteksto žinojimas
\r\nSugebėjimas suvokti kontekstą reiškia, kad mes gerai suprantame vietinės rinkos sąlygas, kurios gali turėti įtakos tiek klientams, tiek kandidatams. Mes žinome, kaip veikti esant atitinkamoms sąlygoms konkrečioje rinkoje. Mūsų klientai turi galimybę gauti naujausią informaciją apie rinkas, esamus talentus ir kandidatų lūkesčius. Galime ieškoti talentų visame pasaulyje bei turime gerą skirtingų verslo sričių patirtį, kuri yra ypatingai svarbi vykdant paiešką. Veikdami iš 84 biurų 57 šalyse, žinome pasaulio rinką kaip vietinę aplinką.\r\n
2. Patyrę žmonės
\r\nMes tikime, kad visi klientai nusipelnę kiekvienoje paieškoje dirbti su labiausiai patyrusiais partneriais. Partneriais, turinčiais geras verslo srities žinias bei aukštą reputaciją vietinėse rinkose. Partneriais, turinčiais įžvalgą surasti ir sudominti geriausius talentus vietinėse rinkose. Mes dirbame lanksčiai, pritaikydami savo procedūras pagal klientų poreikius. Amrop partneriai yra tiesiogiai atsakingi už vadovų paieškas konkrečiose rinkose, todėl esame suinteresuoti ilgalaikės partnerystės perspektyva su kiekvienu klientu. Patyrę Amrop partneriai glaudžiai dirba su klientais užtikrindami, kad jiems bus surasti geriausi vadovai, labiausiai tinkantys pagal klientų verslo specifiką, ieškomų pozicijų reikalavimus ir kompanijų kultūrą.\r\n
3. Globalus tinklas
\r\nMūsų globalaus tinklo struktūra suteikia visiems klientams ir kandidatams galimybę naudotis mūsų žiniomis ir patirtimi. Mes veikiame greitai ir veiksmingai pagal konkrečius kiekvieno kliento poreikius, esame nevaržomi nelanksčių hierarchinių struktūrų.\r\n\r\nMus vienija konteksto žinojimu pagrįsta vadovų paieška, apimanti vieningas vertybes, standartus bei procesus, ir tuo pačiu atspindinti unikalias vietinių rinkų aktualijas visame pasaulyje. Mūsų žmonės gerai žino rinkas, kuriose veikia ir yra pilnai atsakingi už vadovų paiešką jose. Taigi, mūsų veiklos apimtis platesnė nei kitų globalių paieškos kompanijų.\r\n\r\nKad ir kur Jūs bebūtumėte, Jūs esat mūsų tinklo dėmesio centre.'),
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\r\n
Why is it useful?
\r\n
Management Assessment provides a thorough and objective analysis of each executive’s strengths and weaknesses from an external and objective point of view. That adds considerable value to any decision process as well as serves also as an objective platform for feedback.
\r\n
To fully understand the current skills and future potential of an executive, a multidimensional assessment process is required. Amrop is able to help you to define the strategically most important and critical areas of the job of the CEO (or Board member) as well as evaluate the current potential / individuals in these positions. Amrop explores and connects your critical contextual dimensions: from your strategy and culture, to the needs of your candidates, internal and external.
\r\n
If all the board is assessed, Amrop can help to ensure that your board members have the right level of diversity in terms of skills, experience and representation. Our partners have many years of experience with uncovering current qualifications and future requirements and through our analysis we ensure that your board becomes a balanced group of individuals that focus on the right issues according to your company strategy.
\r\n
We work closely with both the chairman and board members and the results of our review are presented with our recommendations for future action.
\r\n
When is it needed?
\r\n
While Management assessment can provide benefits at any time, our experience shows that companies most often ask for this service in following situations: - Identification of High Potential - Mergers, Acquisitions & Due diligence - Unsatisfactory results or key persons leaving the company - Reorganization - New CEO - Filling management vacancies and promotion - Identification of competence gaps and focus areas for key people training and development - New strategic development or establishment of new business
\r\n
How is it performed?
\r\n
Management Assessment is performed by using a set of professional tools that includes:
\r\n
- Interviews (Structured competency based interviews conducted on a 2:1-basis and carried out by experienced senior level interviewers);
\r\n
- CV analysis;
\r\n
- Strategic exercise and/or simulation.
\r\n
- Benchmarking (Comparison of the person against an external standard of recognized leaders of the market);
\r\n
- Reference checking (An investigation of a person’s previous employment history, qualifications, performance and personality using the person’s relevant work related contacts at all levels/ 360°);
\r\n
- Personality testing (Measuring the person with well-validated psychometric instruments, developed for business needs, which produces comprehensive and reliable profile)
\r\n
Usually at least 2-3 from the above mentioned tools are used in assessment. Based on over 7000 Assessments, Amrop has built insight into multiple assessment tools and constructed a robust portfolio. Since no tools are Amrop-owned, our suggestions are objectively tailored to each project: its nature and purpose, the tools already in use by the client and the seniority of assessees.
\r\n
What is the result?
\r\n
As a result, the client receives objective and professional evaluation of every single participant and an overview of the management team with our findings and recommendations (whom to keep / re-place, what training is required to keep competitive knowledge, who will be a driver of the cultural/organizational change, who will probably not be able to push your company forward in the way you want him or her to do, etc.).
\r\n
Typical process:
\r\n
1. Pre-analysis: Identify strategic challenges and competencies for evaluation. Study organization and culture. Agree on process.
\r\n
2. Assessment:(Recommended) 2 in-depth interviews (Business and Personal/social). CV analysis, personality test, strategic exercise, reasoning test and simulation. Cross over review or 360 exercise. Evaluation of individual motivation.
\r\n
3. Reports and Feedback: Quantitative and qualitative evaluation of strengths, weaknesses and potential. Self-scoring. Recommendations for success in position. Feedback to participant and client.
\r\n
4. Full Debriefing: Conclusions and recommendations: regarding individual Managers, the Management Team, the Organization.
\r\n
5. Follow-up and Knowledge Transfer: Evaluation of process (HR). Follow up on client and on each Manager.
\r\nManagement Assessment provides a thorough and objective analysis of each executive’s strengths and weaknesses from an external and objective point of view. That adds considerable value to any decision process as well as serves also as an objective platform for feedback.\r\n\r\nTo fully understand the current skills and future potential of an executive, a multidimensional assessment process is required.\r\n\r\nAmrop is able to help you to define the strategically most important and critical areas of the job of the CEO (or Board member) as well as evaluate the current potential / individuals in these positions. Amrop explores and connects your critical contextual dimensions: from your strategy and culture, to the needs of your candidates, internal and external.\r\n\r\nIf all the board is assessed, Amrop can help to ensure that your board members have the right level of diversity in terms of skills, experience and representation. Our partners have many years of experience with uncovering current qualifications and future requirements and through our analysis we ensure that your board becomes a balanced group of individuals that focus on the right issues according to your company strategy.\r\n\r\nWe work closely with both the chairman and board members and the results of our review are presented with our recommendations for future action.\r\n
When is it needed?
\r\nWhile Management assessment can provide benefits at any time, our experience shows that companies most often ask for this service in following situations:\r\n- Identification of High Potential\r\n- Mergers, Acquisitions & Due diligence\r\n- Unsatisfactory results or key persons leaving the company\r\n- Reorganization\r\n- New CEO\r\n- Filling management vacancies and promotion\r\n- Identification of competence gaps and focus areas for key people training and development\r\n- New strategic development or establishment of new business\r\n
How is it performed?
\r\nManagement Assessment is performed by using a set of professional tools that includes:\r\n- Interviews (Structured competency based interviews conducted on a 2:1-basis and carried out by experienced senior level interviewers);\r\n- CV analysis;\r\n- Strategic exercise and/or simulation.\r\n- Benchmarking (Comparison of the person against an external standard of recognized leaders of the market);\r\n- Reference checking (An investigation of a person’s previous employment history, qualifications, performance and personality using the person’s relevant work related contacts at all levels/ 360°);\r\n- Personality testing (Measuring the person with well-validated psychometric instruments, developed for business needs, which produces comprehensive and reliable profile)\r\n\r\nUsually at least 2-3 from the above mentioned tools are used in assessment. Based on over 7000 Assessments, Amrop has built insight into multiple assessment tools and constructed a robust portfolio. Since no tools are Amrop-owned, our suggestions are objectively tailored to each project: its nature and purpose, the tools already in use by the client and the seniority of assessees.\r\n
What is the result?
\r\nAs a result, the client receives objective and professional evaluation of every single participant and an overview of the management team with our findings and recommendations (whom to keep / re-place, what training is required to keep competitive knowledge, who will be a driver of the cultural/organizational change, who will probably not be able to push your company forward in the way you want him or her to do, etc.).\r\n
Typical process:
\r\n1. Pre-analysis: Identify strategic challenges and competencies for evaluation. Study organization and culture. Agree on process.\r\n2. Assessment: (Recommended) 2 in-depth interviews (Business and Personal/social). CV analysis, personality test, strategic exercise, reasoning test and simulation. Cross over review or 360 exercise. Evaluation of individual motivation.\r\n3. Reports and Feedback: Quantitative and qualitative evaluation of strengths, weaknesses and potential. Self-scoring. Recommendations for success in position. Feedback to participant and client.\r\n4. Full Debriefing: Conclusions and recommendations: regarding individual Managers, the Management Team, the Organization.\r\n5. Follow-up and Knowledge Transfer: Evaluation of process (HR). Follow up on client and on each Manager.'),
(2359, 353, 'lower_text', '
Why is it useful?
\r\nManagement Assessment provides a thorough and objective analysis of each executive’s strengths and weaknesses from an external and objective point of view. That adds considerable value to any decision process as well as serves also as an objective platform for feedback.\r\n\r\nTo fully understand the current skills and future potential of an executive, a multidimensional assessment process is required.\r\n\r\nAmrop is able to help you to define the strategically most important and critical areas of the job of the CEO (or Board member) as well as evaluate the current potential / individuals in these positions. Amrop explores and connects your critical contextual dimensions: from your strategy and culture, to the needs of your candidates, internal and external.\r\n\r\nIf all the board is assessed, Amrop can help to ensure that your board members have the right level of diversity in terms of skills, experience and representation. Our partners have many years of experience with uncovering current qualifications and future requirements and through our analysis we ensure that your board becomes a balanced group of individuals that focus on the right issues according to your company strategy.\r\n\r\nWe work closely with both the chairman and board members and the results of our review are presented with our recommendations for future action.\r\n
When is it needed?
\r\nWhile Management assessment can provide benefits at any time, our experience shows that companies most often ask for this service in following situations:\r\n- Identification of High Potential\r\n- Mergers, Acquisitions & Due diligence\r\n- Unsatisfactory results or key persons leaving the company\r\n- Reorganization\r\n- New CEO\r\n- Filling management vacancies and promotion\r\n- Identification of competence gaps and focus areas for key people training and development\r\n- New strategic development or establishment of new business\r\n
How is it performed?
\r\nManagement Assessment is performed by using a set of professional tools that includes:\r\n- Interviews (Structured competency based interviews conducted on a 2:1-basis and carried out by experienced senior level interviewers);\r\n- CV analysis;\r\n- Strategic exercise and/or simulation.\r\n- Benchmarking (Comparison of the person against an external standard of recognized leaders of the market);\r\n- Reference checking (An investigation of a person’s previous employment history, qualifications, performance and personality using the person’s relevant work related contacts at all levels/ 360°);\r\n- Personality testing (Measuring the person with well-validated psychometric instruments, developed for business needs, which produces comprehensive and reliable profile)\r\n\r\nUsually at least 2-3 from the above mentioned tools are used in assessment. Based on over 7000 Assessments, Amrop has built insight into multiple assessment tools and constructed a robust portfolio. Since no tools are Amrop-owned, our suggestions are objectively tailored to each project: its nature and purpose, the tools already in use by the client and the seniority of assessees.\r\n
What is the result?
\r\nAs a result, the client receives objective and professional evaluation of every single participant and an overview of the management team with our findings and recommendations (whom to keep / re-place, what training is required to keep competitive knowledge, who will be a driver of the cultural/organizational change, who will probably not be able to push your company forward in the way you want him or her to do, etc.).\r\n
Typical process:
\r\n1. Pre-analysis: Identify strategic challenges and competencies for evaluation. Study organization and culture. Agree on process.\r\n2. Assessment: (Recommended) 2 in-depth interviews (Business and Personal/social). CV analysis, personality test, strategic exercise, reasoning test and simulation. Cross over review or 360 exercise. Evaluation of individual motivation.\r\n3. Reports and Feedback: Quantitative and qualitative evaluation of strengths, weaknesses and potential. Self-scoring. Recommendations for success in position. Feedback to participant and client.\r\n4. Full Debriefing: Conclusions and recommendations: regarding individual Managers, the Management Team, the Organization.\r\n5. Follow-up and Knowledge Transfer: Evaluation of process (HR). Follow up on client and on each Manager.'),
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Kodėl tai naudinga?
\r\nVadovų vertinimo metodai leidžia objektyviai iš išorės įvertinti kiekvieno kandidato stipriąsias bei silpnąsias puses. Tai tampa vertinga ir svarbu priimant sprendimus, tuo pačiu tarnauja kaip grižtąmasis ryšys vertinimui.\r\n
Kada tai yra reikalinga?
\r\nVadovų vertinimas yra naudingas visuomet, tačiau mūsų patirtis rodo, kad bendrovės dažniausiai kreipiasi pagalbos situacijose, kuomet:\r\n- Reikalingas didžiausio potencialo identifikavimas\r\n- Vyksta įmonių susijungimai, įsigijimai ir įmonės įvertinimai\r\n- Netenkina bendrovės rezultatai arba svarbūs vadovai išeina iš bendrovės\r\n- Vyksta reorganizacija\r\n- Ateina naujas bendrovės pirmasis vadovas\r\n- Paaukštinant pareigose, atsiradus laisvai vadovaujančiai pozicijai\r\n- Norint identifikuoti kompetencijų trūkumus, ruošiant\r\nvadovaujančių darbuotojų mokymo programas.\r\n- Nusprendus vystyti naują verslo strategiją ar kurti naują verslą.\r\n
Kaip tai vyksta?
\r\nVadovų vertinimas vyksta naudojant profesionalią metodiką:\r\n\r\nInterviu – Struktūrizuoti ir kompetetingi interviu vyksta vadovaujantis 2:1 principu. Juos atlieka patyrę konsultantai.\r\n\r\nPalyginimas – Kandidato asmenybinės ir profesinės savybės lyginamos su jau pripažintų rinkos lyderių savybes atitinkančiais standartais.\r\n\r\nRekomendacijų tikrinimas – Kandidato ankstesnės darbo patirties, kvalifikacijų, veiklos rezultatų bei asmenybinių savybių analizė, naudojantis visapusiška darbiniais santykiais susijusių asmenų suteikta informacija 360º principu.\r\n\r\nPsichometrinis testavimas – Asmens įvertinimas naudojant verslui sukurtus ir patvirtintus psichometrinius instrumentus. Psichometrinio testavimo pagalba sudaromas išsamus ir patikimas asmens apibūdinimas.\r\n
\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n
Kaip elgiamės kandidatų atžvilgiu?
\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n
Kodėl naudinga tapti mūsų kandidatu?
\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n
Kaip tapti Amrop duomenų bazės kandidatu?
\r\nSiunčiant CV elektroninio pašto adresu: Vilnius@amrop.com\r\n\r\nTai galima naudoti taip pat mūsų standartinį CV šablonas.'),
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Who are our candidates?
\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
\r\nSugebėjimas suvokti kontekstą reiškia, kad mes gerai suprantame vietinės rinkos sąlygas, kurios gali turėti įtakos tiek klientams, tiek kandidatams. Mes žinome, kaip veikti esant atitinkamoms sąlygoms konkrečioje rinkoje. Mūsų klientai turi galimybę gauti naujausią informaciją apie rinkas, esamus talentus ir kandidatų lūkesčius. Galime ieškoti talentų visame pasaulyje bei turime gerą skirtingų verslo sričių patirtį, kuri yra ypatingai svarbi vykdant paiešką. Veikdami iš 84 biurų 57 šalyse, žinome pasaulio rinką kaip vietinę aplinką.\r\n
2. Patyrę žmonės
\r\nMes tikime, kad visi klientai nusipelnę kiekvienoje paieškoje dirbti su labiausiai patyrusiais partneriais. Partneriais, turinčiais geras verslo srities žinias bei aukštą reputaciją vietinėse rinkose. Partneriais, turinčiais įžvalgą surasti ir sudominti geriausius talentus vietinėse rinkose. Mes dirbame lanksčiai, pritaikydami savo procedūras pagal klientų poreikius. Amrop partneriai yra tiesiogiai atsakingi už vadovų paieškas konkrečiose rinkose, todėl esame suinteresuoti ilgalaikės partnerystės perspektyva su kiekvienu klientu. Patyrę Amrop partneriai glaudžiai dirba su klientais užtikrindami, kad jiems bus surasti geriausi vadovai, labiausiai tinkantys pagal klientų verslo specifiką, ieškomų pozicijų reikalavimus ir kompanijų kultūrą.\r\n
3. Globalus tinklas
\r\nMūsų globalaus tinklo struktūra suteikia visiems klientams ir kandidatams galimybę naudotis mūsų žiniomis ir patirtimi. Mes veikiame greitai ir veiksmingai pagal konkrečius kiekvieno kliento poreikius, esame nevaržomi nelanksčių hierarchinių struktūrų.\r\n\r\nMus vienija konteksto žinojimu pagrįsta vadovų paieška, apimanti vieningas vertybes, standartus bei procesus, ir tuo pačiu atspindinti unikalias vietinių rinkų aktualijas visame pasaulyje. Mūsų žmonės gerai žino rinkas, kuriose veikia ir yra pilnai atsakingi už vadovų paiešką jose. Taigi, mūsų veiklos apimtis platesnė nei kitų globalių paieškos kompanijų.\r\n\r\nKad ir kur Jūs bebūtumėte, Jūs esat mūsų tinklo dėmesio centre.'),
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(1342, 232, 'lower_text', 'Amrop projektų asistentai ir konsultantai įvertina rinkos situaciją, atlieka lyginamuosius vertinimus ir suranda kandidatus, kurie turi ne tik reikiamas žinias bei patirtį, bet taip pat atitinka organizacijos kultūrinę aplinką. Patyręs Amrop partneris dalyvauja kiekviename paieškos projekte iki jo sėkmingos pabaigos.\r\n\r\nSiekiant užtikrinti tarptautinių paieškų efektyvumą, Amrop pasitelkia globalaus tinklo stiprybes. Paieškos projekto komandą sudaro tų šalių konsultantai, kuriose vykdoma paieška, suprantantys vietinį bei globalų atliekamos paieškos kontekstą ir turintys specifines verslo srities žinias. Tarptautines paieškas koordinuoja vedantysis konsultantas, kuris yra atsakingas už bendravimą su klientu visos paieškos metu.\r\n
Konteksto žinojimu pagrįsta paieška apima:
\r\n
1. Planavimas ir Supratimas
\r\nKonteksto įvertinimas\r\nAtlikus išsamų aptarimą su klientu apie jo poreikius, mes gauname visapusišką supratimą apie organizaciją, jos verslo tikslus, kultūrą bei specifinius pozicijos reikalavimus. Pozicijos patrauklumas kandidatams taip pat atidžiai įvertinamas.\r\n\r\nKonteksto apibendrinimas\r\nNustatomi paieškos tikslai ir sudaromas idealaus kandidato aprašymas. Amrop paruošia informaciją apie ieškomą poziciją ir kompaniją, kuri bus komunikuojama galimiems kandidatams.\r\n\r\nKontekstu pagrįstos žinios\r\nAmrop projektų asistentai vietinėse rinkose atlieka pradinį tyrimą ir įvertinimą, kuris tampa pagrindu paieškai. Naudojantis Amrop tinklo galimybėmis, jie surenka papildomą informaciją apie vykstančius pokyčius rinkose bei kandidatų motyvacijas bei lūkesčius.\r\n\r\nPaieškos strategija\r\nPaieškos strategija yra aptariama ir suderinama su klientu. Tai paremta gera konsultanto patirtimi, rinkos žinojimu ir kūrybingumu. Šiame atsakingame etape nustatoma paieškos kryptis.\r\n
2. Valdymas
\r\nPradiniai kontaktai\r\nPotencialūs kandidatai yra nuodugniai vertinami, patikrinamos jų kompetencijos ir pasiekimai, įvertinamos motyvacijos ir asmeninės savybės bei jų stiprybės ir siplnybės. Visos paieškos metu, klientas yra informuojamas apie paieškos eigą bei atradimus. Kvalifikuotų kandidatų \"ilgasis\" sąrašas, kartu su trumpa kandidatų informacija, dažniausiai aptariamas su klientu bei pateikiamos rekomendacijos, kurie kandidatai galėtų būti tinkamiausi. Šalia informacijos apie kandidatus, klientui taip pat pateikiami atsiliepimai iš rinkos.\r\n\r\nSusitikimai su kandidatais\r\nKandidatai, kurie atitinka pozicijos reikalavimus, yra pristatomi kompanijai. Kiekviename tolesniame bendravimo etape vertinama suinteresuotų šalių pateikiama informacija ir motyvacijos.\r\n
3. Pabaiga
\r\nDerybos\r\nTiek klientai, tiek kandidatai gali pasinaudoti mūsų rinkos žiniomis apie atlyginimus ir motyvacinius priedus, norėdami aptarti konkurencingą ir tinkamą pasiūlymą.\r\n\r\nReferencijos\r\nEsant reikalingumui ir vietinių įstatymų leidžiamose ribose atliekamas referencijų patikrinimas kandidato karjeros pasiekimų patvirtinimui.\r\n\r\nPriežiūra\r\nAmrop vykdo periodinį bendravimą su klientu bei pasirinktu kandidatu, pastarajam pradėjus dirbti. Tai palengvina kandidato integraciją į organizaciją, pradinį bendravimą bei užtikrina abipusį darbo rezultatų ir užsibrėžtų tikslų pasiekimą.'),
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(1382, 234, 'lower_text', 'Yra realus pavojus, kad dauguma patyrusių, kvalifikuotų ir gabių žmonių palaipsniui bus “eksportuoti” iš šalies.\r\n\r\nAtsižvelgiant į dabartinę rinkos situaciją, Amrop Baltics siūlo keisti tradicinį požiūrį į vadovybės kaitos kompanijos viduje bei vadovų paieškos principus. Vadovų kaita kompanijos viduje yra sunkiai planuojamas, dažnai nenumatomas procesas. Dėl šios priežasties atsiranda vadovų paieškos paslaugų poreikis. Šių paslaugų efektyvumas tiesiogiai priklauso nuo gero vietinės rinkos bei talentingų žmonių, dirbančių mūsų šalyje bei užsienyje žinojimas, įgalinantis Lietuvoje dirbančių vadovų integraciją bet kuriame verslo sektoriuje, bei už Lietuvos ribų dirbančių aukšto lygio specialistų suinteresuotumą diegti savo patirtį ir žinias Lietuvoje . Pastaruoju metu šalyje vystosi naujas vadovų paieškos bei konsultavimo procesų supratimas. Vadovų paieška ir konsultacijos tampa viena svarbiausių išorinio bendrovės konsultavimo formų. Vadovų paieška įgyja išties aukščiausią vadovybės konsultavimo vertę, nes ir puiki strategija reiškia mažai be kompetetingų žmonių, sugebančių tą strategiją sėkmingai įgyvendinti.\r\n\r\n/Audrius Šošas/'),
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(2006, 314, 'lower_text', '
Who are our candidates?
\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n
Kaip elgiamės kandidatų atžvilgiu?
\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n
Kodėl naudinga tapti mūsų kandidatu?
\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n
Kaip tapti Amrop duomenų bazės kandidatu?
\r\nSiunčiant CV elektroninio pašto adresu: Vilnius@amrop.com\r\n\r\nTai galima naudoti taip pat mūsų standartinį CV šablonas.'),
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\r\nUAB Executive Search Baltics\r\nGedimino pr.1/1-14\r\nLT-01103 Vilnius, Lietuva\r\nTel.: +370 5 266 0864\r\nFaksas: +370 5 261 2864\r\nEl. paštas: vilnius@amrop.com'),
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(3843, 581, 'lower_text', 'Leadership Assessment is a proven, structured, comprehensive, objective and tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market. It is related to a specific set of criteria, (specific for position, role or managerial level), based on professional and documentable observations and measures.\r\n
Why is it useful?
\r\nLeadership Assessment provides a thorough and objective analysis of each executive’s strengths and weaknesses from an external and objective point of view. That adds considerable value to any decision process as well as serves also as an objective platform for feedback.\r\n\r\nTo fully understand the current skills and future potential of an executive, a multidimensional assessment process is required.\r\n\r\nAmrop is able to help you to define the strategically most important and critical areas of the job of the CEO (or Board member) as well as evaluate the current potential / individuals in these positions. Amrop explores and connects your critical contextual dimensions: from your strategy and culture, to the needs of your candidates, internal and external.\r\n\r\nIf all the board is assessed, Amrop can help to ensure that your board members have the right level of diversity in terms of skills, experience and representation. Our partners have many years of experience with uncovering current qualifications and future requirements and through our analysis we ensure that your board becomes a balanced group of individuals that focus on the right issues according to your company strategy.\r\n\r\nWe work closely with both the chairman and board members and the results of our review are presented with our recommendations for future action.\r\n
When is it needed?
\r\nWhile Leadership assessment can provide benefits at any time, our experience shows that companies most often ask for this service in following situations:\r\n- Identification of High Potential\r\n- Mergers, Acquisitions & Due diligence\r\n- Unsatisfactory results or key persons leaving the company\r\n- Reorganization\r\n- New CEO\r\n- Filling management vacancies and promotion\r\n- Identification of competence gaps and focus areas for key people training and development\r\n- New strategic development or establishment of new business\r\n
How is it performed?
\r\nLeadership Assessment is performed by using a set of professional tools that includes:\r\n- Interviews (Structured competency based interviews conducted on a 2:1-basis and carried out by experienced senior level interviewers);\r\n- CV analysis;\r\n- Strategic exercise and/or simulation.\r\n- Benchmarking (Comparison of the person against an external standard of recognized leaders of the market);\r\n- Reference checking (An investigation of a person’s previous employment history, qualifications, performance and personality using the person’s relevant work related contacts at all levels/ 360°);\r\n- Personality testing (Measuring the person with well-validated psychometric instruments, developed for business needs, which produces comprehensive and reliable profile)\r\n\r\nUsually at least 2-3 from the above mentioned tools are used in assessment. Based on over 7000 Assessments, Amrop has built insight into multiple assessment tools and constructed a robust portfolio. Since no tools are Amrop-owned, our suggestions are objectively tailored to each project: its nature and purpose, the tools already in use by the client and the seniority of assessees.\r\n
What is the result?
\r\nAs a result, the client receives objective and professional evaluation of every single participant and an overview of the management team with our findings and recommendations (whom to keep / re-place, what training is required to keep competitive knowledge, who will be a driver of the cultural/organizational change, who will probably not be able to push your company forward in the way you want him or her to do, etc.).\r\n
Typical process:
\r\n1. Pre-analysis: Identify strategic challenges and competencies for evaluation. Study organization and culture. Agree on process.\r\n2. Assessment: (Recommended) 2 in-depth interviews (Business and Personal/social). CV analysis, personality test, strategic exercise, reasoning test and simulation. Cross over review or 360 exercise. Evaluation of individual motivation.\r\n3. Reports and Feedback: Quantitative and qualitative evaluation of strengths, weaknesses and potential. Self-scoring. Recommendations for success in position. Feedback to participant and client.\r\n4. Full Debriefing: Conclusions and recommendations: regarding individual Managers, the Management Team, the Organization.\r\n5. Follow-up and Knowledge Transfer: Evaluation of process (HR). Follow up on client and on each Manager.'),
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(1960, 307, 'lower_text', 'Yra realus pavojus, kad dauguma patyrusių, kvalifikuotų ir gabių žmonių palaipsniui bus “eksportuoti” iš šalies.\r\n\r\nAtsižvelgiant į dabartinę rinkos situaciją, Amrop siūlo keisti tradicinį požiūrį į vadovybės kaitos kompanijos viduje bei vadovų paieškos principus. Vadovų kaita kompanijos viduje yra sunkiai planuojamas, dažnai nenumatomas procesas. Dėl šios priežasties atsiranda vadovų paieškos paslaugų poreikis. Šių paslaugų efektyvumas tiesiogiai priklauso nuo gero vietinės rinkos bei talentingų žmonių, dirbančių mūsų šalyje bei užsienyje žinojimas, įgalinantis Lietuvoje dirbančių vadovų integraciją bet kuriame verslo sektoriuje, bei už Lietuvos ribų dirbančių aukšto lygio specialistų suinteresuotumą diegti savo patirtį ir žinias Lietuvoje . Pastaruoju metu šalyje vystosi naujas vadovų paieškos bei konsultavimo procesų supratimas. Vadovų paieška ir konsultacijos tampa viena svarbiausių išorinio bendrovės konsultavimo formų. Vadovų paieška įgyja išties aukščiausią vadovybės konsultavimo vertę, nes ir puiki strategija reiškia mažai be kompetetingų žmonių, sugebančių tą strategiją sėkmingai įgyvendinti.\r\n\r\n/Audrius Šošas/'),
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(1966, 308, 'lower_text', 'Considering the local market situation, Amrop suggests to change the classical attitude towards management succession and executive search. Management succession is the process characterized by a lack of planning and a failure to develop leaders from within organization that necessitates the use of executive search services. Executive search only becomes efficient in combination of local market understanding, local talent pool and global reach, enabling to bring Lithuanian leaders to any local organization likewise to bring executives from around the world to Lithuania. A new understanding of executive search process and a new realization of executive search consulting are developing in these latter years in the country. Executive search consulting turns to be one of the most important forms of outside advising, that companies can engage. Executive search consulting is becoming indeed the highest form of management consulting because the right strategy means little without the right people to implement it.\r\n\r\n/Audrius Šošas/'),
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1. Konteksto žinojimas
\r\nSugebėjimas suvokti kontekstą reiškia, kad mes gerai suprantame vietinės rinkos sąlygas, kurios gali turėti įtakos tiek klientams, tiek kandidatams. Mes žinome, kaip veikti esant atitinkamoms sąlygoms konkrečioje rinkoje. Mūsų klientai turi galimybę gauti naujausią informaciją apie rinkas, esamus talentus ir kandidatų lūkesčius. Galime ieškoti talentų visame pasaulyje bei turime gerą skirtingų verslo sričių patirtį, kuri yra ypatingai svarbi vykdant paiešką. Veikdami iš 84 biurų 57 šalyse, žinome pasaulio rinką kaip vietinę aplinką.\r\n
2. Patyrę žmonės
\r\nMes tikime, kad visi klientai nusipelnę kiekvienoje paieškoje dirbti su labiausiai patyrusiais partneriais. Partneriais, turinčiais geras verslo srities žinias bei aukštą reputaciją vietinėse rinkose. Partneriais, turinčiais įžvalgą surasti ir sudominti geriausius talentus vietinėse rinkose. Mes dirbame lanksčiai, pritaikydami savo procedūras pagal klientų poreikius. Amrop partneriai yra tiesiogiai atsakingi už vadovų paieškas konkrečiose rinkose, todėl esame suinteresuoti ilgalaikės partnerystės perspektyva su kiekvienu klientu. Patyrę Amrop partneriai glaudžiai dirba su klientais užtikrindami, kad jiems bus surasti geriausi vadovai, labiausiai tinkantys pagal klientų verslo specifiką, ieškomų pozicijų reikalavimus ir kompanijų kultūrą.\r\n
3. Globalus tinklas
\r\nMūsų globalaus tinklo struktūra suteikia visiems klientams ir kandidatams galimybę naudotis mūsų žiniomis ir patirtimi. Mes veikiame greitai ir veiksmingai pagal konkrečius kiekvieno kliento poreikius, esame nevaržomi nelanksčių hierarchinių struktūrų.\r\n\r\nMus vienija konteksto žinojimu pagrįsta vadovų paieška, apimanti vieningas vertybes, standartus bei procesus, ir tuo pačiu atspindinti unikalias vietinių rinkų aktualijas visame pasaulyje. Mūsų žmonės gerai žino rinkas, kuriose veikia ir yra pilnai atsakingi už vadovų paiešką jose. Taigi, mūsų veiklos apimtis platesnė nei kitų globalių paieškos kompanijų.\r\n\r\nKad ir kur Jūs bebūtumėte, Jūs esat mūsų tinklo dėmesio centre.'),
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(1988, 311, 'lower_text', 'Our ability to do so is based on three fundamental strengths:\r\n
1. Contextual knowledge
\r\nOur understanding of context means we have effective insight into local conditions that can affect both clients and candidates. And we know how to get things done on the ground. Our clients get access to the very latest research and information on markets, talent availability and candidate expectations. We source talent from around the world and we have the deep insight and experience within different industry sectors that is critical to the success of a search. With 84 offices in 57 countries, we know the world like our own backyard.\r\n
2. Senior attention
\r\nWe believe every client deserves the benefit of working with a senior partner every time. On every job. Partners with industry knowledge, who have built their own businesses and reputations in their markets. Partners with practical insights into attracting and retaining the very best talent a market has to offer. We’re entrepreneurs at heart. We’re not held back by rigid procedures and corporate politics like so many other more traditional search firms. And because Amrop partners have vested interests in the countries in which they operate—we don’t just pick up and leave when the going gets tough–clients gain the perspective of long experience with local business cycles. Amrop senior partners work closely with clients to make sure they get executive leadership that fits their business, position and company culture.\r\n
3. Our global network
\r\nOur global networked structure makes it easy for clients and candidates to access a wealth of knowledge and expertise. Because we’re not constrained by hierarchy, or the rigid structures imposed by traditional search companies, we can respond quickly and efficiently to clients’ needs. We listen to our clients rather than to a corporate head office.\r\n\r\nWe are united by our Context Driven approach to executive search that encompasses shared values, standards, policies and procedures while reflecting the unique realities on the ground in local markets around the world. With broader coverage than most global search firms, our people know their markets because they’ve built their businesses in them.\r\n\r\nWherever you are, you are at the center of our network.'),
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Who are our candidates?
\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
How is it possible to join Amrop database?
\r\nBy sending the CV to the address Tallinn@amrop.com, Vilnius@amrop.com or Riga@amrop.com .\r\n\r\n It is possible to use also our form.'),
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(2000, 313, 'lower_text', '
Who are our candidates?
\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
How is it possible to join Amrop database?
\r\nBy sending the CV to the address Vilnius@amrop.com.\r\n\r\n It is possible to use also our form.'),
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\r\nUAB Executive Search Baltics\r\n Gedimino av.1A-14.\r\nLT-01103 Vilnius, Lietuva\r\nTel.: +370 5 266 0864\r\nFaksas: +370 5 261 2864\r\nEl. paštas: vilnius@amrop.com'),
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(2154, 329, 'location', 'Vilnius, Lithuania'),
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(2156, 329, 'emails', 'Gintare.Betaite@amrop.com'),
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(2268, 337, 'emails', 'gintare.betaite@amrop.com'),
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(2306, 340, 'lower_text', 'Considering the local market situation, Amrop suggests to change the classical attitude towards management succession and executive search. Management succession is the process characterized by a lack of planning and a failure to develop leaders from within organization that necessitates the use of executive search services. Executive search only becomes efficient in combination of local market understanding, local talent pool and global reach, enabling to bring Lithuanian leaders to any local organization likewise to bring executives from around the world to Lithuania. A new understanding of executive search process and a new realization of executive search consulting are developing in these latter years in the country. Executive search consulting turns to be one of the most important forms of outside advising, that companies can engage. Executive search consulting is becoming indeed the highest form of management consulting because the right strategy means little without the right people to implement it.\r\n\r\n/Audrius Šošas/'),
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(2312, 341, 'lower_text', 'Yra realus pavojus, kad dauguma patyrusių, kvalifikuotų ir gabių žmonių palaipsniui bus “eksportuoti” iš šalies.\r\n\r\nAtsižvelgiant į dabartinę rinkos situaciją, Amrop siūlo keisti tradicinį požiūrį į vadovybės kaitos kompanijos viduje bei vadovų paieškos principus. Vadovų kaita kompanijos viduje yra sunkiai planuojamas, dažnai nenumatomas procesas. Dėl šios priežasties atsiranda vadovų paieškos paslaugų poreikis. Šių paslaugų efektyvumas tiesiogiai priklauso nuo gero vietinės rinkos bei talentingų žmonių, dirbančių mūsų šalyje bei užsienyje žinojimas, įgalinantis Lietuvoje dirbančių vadovų integraciją bet kuriame verslo sektoriuje, bei už Lietuvos ribų dirbančių aukšto lygio specialistų suinteresuotumą diegti savo patirtį ir žinias Lietuvoje . Pastaruoju metu šalyje vystosi naujas vadovų paieškos bei konsultavimo procesų supratimas. Vadovų paieška ir konsultacijos tampa viena svarbiausių išorinio bendrovės konsultavimo formų. Vadovų paieška įgyja išties aukščiausią vadovybės konsultavimo vertę, nes ir puiki strategija reiškia mažai be kompetetingų žmonių, sugebančių tą strategiją sėkmingai įgyvendinti.\r\n\r\n/Audrius Šošas/'),
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(2318, 342, 'lower_text', '
Who are our candidates?
\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
How is it possible to join Amrop database?
\r\nBy sending the CV to the address vilnius@amrop.com.\r\n\r\n Please use Amrop CV template.'),
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Kas gali būti mūsų kandidatais?
\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n
Kaip elgiamės kandidatų atžvilgiu?
\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n
Kodėl naudinga tapti mūsų kandidatu?
\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n
\r\nUAB Executive Search Baltics\r\n Gedimino pr.1A-14.\r\nLT-01103 Vilnius, Lietuva\r\nTel.: +370 5 266 0864\r\nFaksas: +370 5 261 2864\r\nEl. paštas: vilnius@amrop.com'),
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(2375, 357, 'lower_text', 'Amrop researchers and consultants assess market availability, use comparative benchmarking and find candidates who not only have the required experience and expertise but are the correct cultural fit with the organisation . A senior Amrop partner is involved in every search assignment until its successful completion.\r\n\r\nTo ensure the effectiveness of multi-country and international search assignments, Amrop leverages the strength of its global network. Typically, a project team comprises consultants from countries where the search is being conducted and who understand both the local and global context in which the search will take place. Consultants with specific industry expertise are also involved. Multi-country assignments are coordinated by a lead consultant who acts as the primary interface with the client.\r\n
The context driven process includes:
\r\n
1. Planning & Insight
\r\nContext Assessment\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\nContext Brief\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\nContextual Intelligence\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\nSearch Strategy\r\nA specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n
2. Management
\r\nInitial Contact\r\nPotential candidates are thoroughly screened, their qualifications examined, past performance verified, motivation and personality assessed and, where appropriate, strengths and weaknesses appraised.\r\n\r\nThroughout the search process, the client is kept informed of progress and findings. A long list of qualified candidates together with brief profiles is usually presented to the client along with recommendations of those who best meet the specifications. Aside from comprehensive candidate reports, market reaction is also constantly feedback to the client.\r\n\r\nCandidate Meetings\r\nCandidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n
3. Closure
\r\nNegotiations\r\nBoth the client and the candidate draw on our vast reservoir of knowledge in market compensation and benefits to discuss and structure a competitive and equitable package.\r\n\r\nReferences\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\nHandholding\r\nAfter a successful candidate has been appointed and begun their assignment, Amrop maintains an ongoing dialogue with both the candidate and the client to ensure a smooth integration into the organisation and, at the same time, assure the achievement of performance goals. At this stage, Amrop can also take on the communication of the new appointment to the press and inside the organisation, if required.'),
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(2381, 358, 'lower_text', 'Amrop projektų asistentai ir konsultantai įvertina rinkos situaciją, atlieka lyginamuosius vertinimus ir suranda kandidatus, kurie turi ne tik reikiamas žinias bei patirtį, bet taip pat atitinka organizacijos kultūrinę aplinką. Patyręs Amrop partneris dalyvauja kiekviename paieškos projekte iki jo sėkmingos pabaigos.\r\n\r\nSiekiant užtikrinti tarptautinių paieškų efektyvumą, Amrop pasitelkia globalaus tinklo stiprybes. Paieškos projekto komandą sudaro tų šalių konsultantai, kuriose vykdoma paieška, suprantantys vietinį bei globalų atliekamos paieškos kontekstą ir turintys specifines verslo srities žinias. Tarptautines paieškas koordinuoja vedantysis konsultantas, kuris yra atsakingas už bendravimą su klientu visos paieškos metu.\r\n
Konteksto žinojimu pagrįsta paieška apima:
\r\n
1. Planavimas ir Supratimas
\r\nKonteksto įvertinimas\r\nAtlikus išsamų aptarimą su klientu apie jo poreikius, mes gauname visapusišką supratimą apie organizaciją, jos verslo tikslus, kultūrą bei specifinius pozicijos reikalavimus. Pozicijos patrauklumas kandidatams taip pat atidžiai įvertinamas.\r\n\r\nKonteksto apibendrinimas\r\nNustatomi paieškos tikslai ir sudaromas idealaus kandidato aprašymas. Amrop paruošia informaciją apie ieškomą poziciją ir kompaniją, kuri bus komunikuojama galimiems kandidatams.\r\n\r\nKontekstu pagrįstos žinios\r\nAmrop projektų asistentai vietinėse rinkose atlieka pradinį tyrimą ir įvertinimą, kuris tampa pagrindu paieškai. Naudojantis Amrop tinklo galimybėmis, jie surenka papildomą informaciją apie vykstančius pokyčius rinkose bei kandidatų motyvacijas bei lūkesčius.\r\n\r\nPaieškos strategija\r\nPaieškos strategija yra aptariama ir suderinama su klientu. Tai paremta gera konsultanto patirtimi, rinkos žinojimu ir kūrybingumu. Šiame atsakingame etape nustatoma paieškos kryptis.\r\n
2. Valdymas
\r\nPradiniai kontaktai\r\nPotencialūs kandidatai yra nuodugniai vertinami, patikrinamos jų kompetencijos ir pasiekimai, įvertinamos motyvacijos ir asmeninės savybės bei jų stiprybės ir siplnybės. Visos paieškos metu, klientas yra informuojamas apie paieškos eigą bei atradimus. Kvalifikuotų kandidatų \"ilgasis\" sąrašas, kartu su trumpa kandidatų informacija, dažniausiai aptariamas su klientu bei pateikiamos rekomendacijos, kurie kandidatai galėtų būti tinkamiausi. Šalia informacijos apie kandidatus, klientui taip pat pateikiami atsiliepimai iš rinkos.\r\n\r\nSusitikimai su kandidatais\r\nKandidatai, kurie atitinka pozicijos reikalavimus, yra pristatomi kompanijai. Kiekviename tolesniame bendravimo etape vertinama suinteresuotų šalių pateikiama informacija ir motyvacijos.\r\n
3. Pabaiga
\r\nDerybos\r\nTiek klientai, tiek kandidatai gali pasinaudoti mūsų rinkos žiniomis apie atlyginimus ir motyvacinius priedus, norėdami aptarti konkurencingą ir tinkamą pasiūlymą.\r\n\r\nReferencijos\r\nEsant reikalingumui ir vietinių įstatymų leidžiamose ribose atliekamas referencijų patikrinimas kandidato karjeros pasiekimų patvirtinimui.\r\n\r\nPriežiūra\r\nAmrop vykdo periodinį bendravimą su klientu bei pasirinktu kandidatu, pastarajam pradėjus dirbti. Tai palengvina kandidato integraciją į organizaciją, pradinį bendravimą bei užtikrina abipusį darbo rezultatų ir užsibrėžtų tikslų pasiekimą.'),
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(2387, 359, 'lower_text', '
Who are our candidates?
\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
How is it possible to join Amrop database?
\r\nBy sending the CV to the address vilnius@amrop.com.\r\n\r\n Please use Amrop CV template.'),
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(2393, 360, 'lower_text', '
Kas gali būti mūsų kandidatais?
\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n
Kaip elgiamės kandidatų atžvilgiu?
\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n
Kodėl naudinga tapti mūsų kandidatu?
\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n
\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n
Kaip elgiamės kandidatų atžvilgiu?
\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n
Kodėl naudinga tapti mūsų kandidatu?
\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n
Kaip tapti Amrop duomenų bazės kandidatu?
\r\nSiunčiant CV elektroninio pašto adresu: vilnius@amrop.com\r\n\r\nGalima naudoti Amrop CV formą.'),
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(2427, 373, 'lower_text', 'Considering the local market situation, Amrop suggests to change the classical attitude towards management succession and executive search. Management succession is the process characterized by a lack of planning and a failure to develop leaders from within organization that necessitates the use of executive search services. Executive search only becomes efficient in combination of local market understanding, local talent pool and global reach, enabling to bring Lithuanian leaders to any local organization likewise to bring executives from around the world to Lithuania. A new understanding of executive search process and a new realization of executive search consulting are developing in these latter years in the country. Executive search consulting turns to be one of the most important forms of outside advising, that companies can engage. Executive search consulting is becoming indeed the highest form of management consulting because the right strategy means little without the right people to implement it.\r\n\r\n/Audrius Šošas/'),
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(2433, 374, 'lower_text', 'Yra realus pavojus, kad dauguma patyrusių, kvalifikuotų ir gabių žmonių palaipsniui bus “eksportuoti” iš šalies.\r\n\r\nAtsižvelgiant į dabartinę rinkos situaciją, Amrop siūlo keisti tradicinį požiūrį į vadovybės kaitos kompanijos viduje bei vadovų paieškos principus. Vadovų kaita kompanijos viduje yra sunkiai planuojamas, dažnai nenumatomas procesas. Dėl šios priežasties atsiranda vadovų paieškos paslaugų poreikis. Šių paslaugų efektyvumas tiesiogiai priklauso nuo gero vietinės rinkos bei talentingų žmonių, dirbančių mūsų šalyje bei užsienyje žinojimas, įgalinantis Lietuvoje dirbančių vadovų integraciją bet kuriame verslo sektoriuje, bei už Lietuvos ribų dirbančių aukšto lygio specialistų suinteresuotumą diegti savo patirtį ir žinias Lietuvoje . Pastaruoju metu šalyje vystosi naujas vadovų paieškos bei konsultavimo procesų supratimas. Vadovų paieška ir konsultacijos tampa viena svarbiausių išorinio bendrovės konsultavimo formų. Vadovų paieška įgyja išties aukščiausią vadovybės konsultavimo vertę, nes ir puiki strategija reiškia mažai be kompetetingų žmonių, sugebančių tą strategiją sėkmingai įgyvendinti.\r\n\r\n/Audrius Šošas/'),
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(2442, 376, 'lower_text', 'High-functioning Boards are successfully running the extra mile. They are representative and diverse, not only in terms of demographic statistics, but also in terms of characteristics (diversity of \'thought\').\r\n\r\nTheir Independent Directors are integrated in a way that has risen beyond statutory norms to new levels of advisory excellence. They are not only fit for today, but justifiably confident in their succession for tomorrow. Their Nominations Committees have widened their scope: from preserving a traditional inner circle of familiar candidates, to acting as an expert and objective human capital interface. One that also has a firm grip on technology and innovation.\r\n\r\nYet the reality for most Boards is different.\r\n\r\nAs organizations reconfigure for growth and globalization, many are facing serious governance questions for the first time. Their task is complicated by regulatory developments whose pace and form differs by geography, ownership type, listed status and, in some countries, sector. Further dilemmas surround the transfer of leadership from family or founding members to external professionals, or structural tensions pitching centralization versus decentralization.\r\n\r\nYet, despite unevenness, the underlying trend in global governance legislation is ticking up towards new and better standards, as national regulatory bodies look to the global picture for learning and synchronicity.\r\n\r\nAs such, the transformative opportunities for Boards have never been greater. All the more so, if they benefit from robust external advisorship.\r\n
Our Expertise
\r\nAmrop works to assure the design and implemention of diverse, forward looking and connected boards. We act as Trusted Advisor to the Executive, Supervisory and Advisory Boards of dynamic organizations all over the world, across a spectrum of industries.\r\n\r\nAmrop\'s global Board Services Practice works along three interconnected lines:\r\n1. Appointments (Chairs, Independent Directors, Advisory Boards, Committees)\r\n2. Board Evaluation\r\n3. Board Effectiveness Advisory\r\n
Our Process
\r\n- Uncovers gaps in the skills, experience, demographic and cognitive diversity of the current Board\r\n- Identifies management strengths to build upon\r\n- Examines requirements for new demographic profiles, specialist and technical skillsets\r\n- Integrates fast-evolving governance requirements and organizational strategy\r\n- Identifies, assesses, and presents Leaders For What’s Next – board members who can flex to evolving strategic and operating environments across borders. Key questions: (particularly in the search for Independent Directors, these are often an afterthought):\r\n- Can s/he anticipate the scale and complexity of strategic and operational risks?\r\n- Act as a respected catalyst, contributing in a fresh and relevant way to Board discussions?\r\n- Constructively challenge traditions, assumptions or bias?\r\n- Guides the design and implementation of the onboarding process\r\n\r\nFor organizations on a steep growth and globalization curve, Amrop helps ensure that their Board composition strikes the all-important balance between representativeness and leanness. That it does not only account for current governance frameworks, but looks forward to global governance trends.\r\n\r\nIn addition to optimizing existing installations, Amrop helps start-up organizations to set up Boards that fit their core business and aims and are compliant with governance standards.\r\n
The Amrop Global Board Services Practice
\r\nComposed of Amrop Executive Board Members and Managing Partners, Amrop’s Global Board Services Practice is configured to share, synthesize and replicate trends, innovations and thought leadership throughout our 57 operating markets, and act as a trusted center of excellence for our Member Firms - and thereby our clients.\r\nClick here to meet the Core Team of the Global Board Service Practise.'),
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(2448, 375, 'lower_text', 'High-functioning Advisory and Executive Boards are successfully running the extra mile. They are representative and diverse, not only in terms of demographic statistics, but also in terms of characteristics (diversity of \'thought\').\r\n\r\n Their Executive and Non-executive Directors are integrated in a way that has risen beyond statutory norms to new levels of advisory excellence. They are not only fit for today, but also justifiably confident in their succession for tomorrow. Their Nominations Committees have widened their scope: from preserving a traditional inner circle of familiar candidates, to acting as an expert and objective human capital interface. One that also has a firm grip on technology and innovation.\r\n\r\nYet the reality for most Boards is different.\r\n\r\nAs organizations reconfigure for growth, globalization and ownership structure change, many are facing serious governance questions for the first time. Their task is complicated by regulatory developments whose pace and form differs by geography, ownership type, listed status and, in some countries, sector. Further dilemmas surround the transfer of leadership from family or founding members to external professionals, or structural tensions pitching centralization versus decentralization.\r\n\r\nYet, despite unevenness, the underlying trend in global governance legislation is ticking up towards new and better standards and practices, as national regulatory bodies look to the global picture for learning and synchronicity.\r\n\r\nAs such, the transformative opportunities for Boards have never been greater. All the more so, if they benefit from robust external advisorship.\r\n\r\nOur Expertise\r\n\r\nAmrop works to assure the design and implementation of diverse, forward looking and connected boards. We act as Trusted Advisor to the Executive, Supervisory and Advisory Boards of dynamic organizations all over the world, across a spectrum of industries.\r\n\r\nAmrop\'s global Board Services Practice works along three interconnected lines:\r\n\r\n
Uncovers gaps in the skills, experience, demographic and cognitive diversity of the current Board
\r\n
Identifies management strengths to build upon
\r\n
Examines requirements for new demographic profiles, specialist and technical skillsets
\r\n
Integrates fast-evolving governance requirements and organizational strategy
\r\n
Identifies, assesses, and presents Leaders For What’s Next – board members who can flex to evolving strategic and operating environments across borders. Key questions: (particularly in the search for Independent Directors, these are often an afterthought):\r\n- Can s/he anticipate the scale and complexity of strategic and operational risks?\r\n- Act as a respected catalyst, contributing in a fresh and relevant way to Board discussions?\r\n- Constructively challenge traditions, assumptions or bias?
\r\n
\r\n
\r\n
Guides the design and implementation of the onboarding process
\r\n
\r\nFor organizations on a steep growth and globalization curve, Amrop helps ensure that their Board composition strikes the all-important balance between representativeness and leanness. That it does not only account for current governance frameworks, but looks forward to global governance trends.\r\n\r\nIn addition to optimizing existing installations, Amrop helps start-up organizations to set up Boards that fit their core business and aims and are compliant with governance standards.\r\n\r\nThe Amrop Global Board Services Practice\r\n\r\nComposed of Amrop Executive Board Members and Managing Partners, Amrop’s Global Board Services Practice is configured to share, synthesize and replicate trends, innovations and thought leadership throughout our 57 operating markets, and act as a trusted center of excellence for our Member Firms - and thereby our clients.\r\n\r\nIn Baltics Amrop closely cooperates and is the member of Baltic Institute of Corporate Governance.\r\n\r\nClick here to meet the Core Team of the Global Board Service Practise.'),
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(2454, 377, 'lower_text', 'Efektyviai veikiančios valdybos sėkmingai žengia papildomus žingsnius. Jos reprezentatyvios ir įvairialypės tiek demografinės statistikos, tiek savybių prasme.\r\n\r\nValdybų nepriklausomi Direktoriai savo statutines normas integravo į naujas kokybines aukštumas. Jie yra ne tik tinkamai pasirengę dabarčiai, bet yra pagrįstai užtikrinti tęstinumu ateičiai. Nominacijų Komitetai išplėtė savo apimtis nuo žinomų kandidatų tradicinio vidinio rato išsaugojimo iki ekspertų bei objektyvaus žmogiškojo kapitalo vaidmens. Tokio, kuris turi tvirtą ryšį su technologijomis bei inovacijomis.\r\n\r\nRealybė daugeliui valdybų yra kitokia.\r\n\r\nOrganizacijos persitvarko, atsižvelgdamos į augimą ir globalizaciją ir dauguma pirmą kartą susiduria su rimtais valdymo klausimais.Jų darbą komplikuoja reguliavimo pokyčiai, kurių kaitos trukmė bei forma priklauso nuo geografijos, nuosavybės tipo, statuso ir kai kuriose šalyse nuo sektoriaus. Kitos dilemos iškyla, kai šeimos ar įkūrėjų nuosavybės teisės perleidžiamos profesionaliems ekspertams, arba kai įtampa kyla dėl centralizacijos keitimo decentralizacija.\r\n\r\nNepaisant netolygumo, bendra kryptis globaliniuose valdymo įstatymuose veda link naujų ir geresnių standartų, kai nacionalinės įstatymų struktūros ieško globaliai priimtino varianto (mokymuisi bei sinchroniškumui).\r\n\r\nPačios keitimosi galimybės valdyboms yra kaip niekada didelės. Ir jos gali būti dar didesnės, jei laimės pasitelkę išorinius patarėjus.\r\n\r\nMūsų patirtis\r\n\r\nAmrop kryptingai veikia siekiant užtikrinti įvairiapusių, žvelgiančių į ateitį ir tarpusavyje susijusių valdybų kūrimą ir įgyvendinimą. Mes veikiame kaip Patikimi Patarėjai dinamiškų organizacijų, išsidėsiųsių po visą pasaulį bei įvairiose verslo srityse vykdančiosioms, stebėtojų ir patarėjų valdyboms.\r\n\r\nAmrop globali valdybų paslaugų praktikos grupė veikia trijose susijusiose dimensijose:\r\n\r\n
Atskleidžia įgūdžių, patirties, demografinės ir kognityvinės įvairovės esamose valdybose trūkumus
\r\n
Identifikuoja vadovybės stiprybes
\r\n
Analizuoja keliamus reikalavimus naujiems demografiniams profiliams, specialistams ir techninėms kompetencijoms
\r\n
Integruoja greitai besivystančius valdymo reikalavimus ir organizacinę strategiją
\r\n
Identifikuoja, įvertina and pristato Lyderius ateičiai – valdybos narius, kurie gali prisitaikyti prie besikeičiančios strateginės ir operatyvinės aplinkos. Esminiai klausimai: (ypatingai ieškant nepriklausomų Direktorių, apie kuriuos mintis dažnai ateina pavėluotai):\r\n- Ar jis/ji gali numatyti strateginių ir operatyvinių rizikų mąstą bei kompleksiškumą?\r\n- Ar jis/ji gali veikti kaip gerbiamas katalizatorius, prie valdybų diskusijų prisidedantis nauju ir tinkamu būdu?\r\n- Ar jis/ji gali konstruktyviai mesti iššūkį tradicijoms, nuostatoms ar šališkumui?
\r\n
\r\n
\r\n
Vadovauja įvdeimo proceso kūrimui ir diegimui
\r\n
\r\nAmrop padeda sparčiai augančioms ir globalizacijos įtakojamoms organizacijoms užtikrinti, kad jų valdybų sudėtis balansuoja tarp reprezentatyvumo ir veiksmingumo. Taip pat padeda užtikrinti, kad valdyba atskaitinga ne tik už esamą valdymo struktūrą, bet taip pat atsižvelgia į pasaulines valdymo tendencijas.\r\n\r\nGreta esamų valdybų optimizavimo, Amrop padeda pradedančiosioms organizacijoms suburti valdybas, kurios atitinka jų verslo esmę ir tikslus bei atitinka valdymo standartus.\r\n\r\nAmrop globali valdybų paslaugų praktikos grupė\r\n\r\nAmrop Globali Valdybų paslaugų praktikos grupės, kurią sudaro Amrop Vykdantieji valdybos nariai bei Vykdantieji partneriai, tikslas yra dalintis, sisteminti bei pritaikyti tendencijas, inovacijas bei minties lyderystę visose mūsų 57 rinkose ir būti patikimu kompetencijos centru mūsų narėms šalims – tuo pačiu ir mūsų klientams.\r\n\r\nBaltijos šalyse Amrop glaudžiai bendradarbiauja ir yra Baltic Institute of Corporate Governance narė.\r\n\r\nSpauskite čia, norėdami susipažinti su Globalios valdybų paslaugų praktikos grupės pagrindine komanda.'),
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(2460, 378, 'lower_text', 'Efektyviai veikiančios valdybos sėkmingai žengia papildomus žingsnius. Jos reprezentatyvios ir įvairialypės tiek demografinės statistikos, tiek savybių prasme.\r\n\r\nValdybų nepriklausomi Direktoriai savo statutines normas integravo į naujas kokybines aukštumas. Jie yra ne tik tinkamai pasirengę dabarčiai, bet yra pagrįstai užtikrinti tęstinumu ateičiai. Nominacijų Komitetai išplėtė savo apimtis nuo žinomų kandidatų tradicinio vidinio rato išsaugojimo iki ekspertų bei objektyvaus žmogiškojo kapitalo vaidmens. Tokio, kuris turi tvirtą ryšį su technologijomis bei inovacijomis.\r\n\r\nRealybė daugeliui valdybų yra kitokia.\r\n\r\nOrganizacijos persitvarko, atsižvelgdamos į augimą ir globalizaciją ir dauguma pirmą kartą susiduria su rimtais valdymo klausimais. Jų darbą komplikuoja reguliavimo pokyčiai, kurių kaitos trukmė bei forma priklauso nuo geografijos, nuosavybės tipo, statuso ir kai kuriose šalyse nuo sektoriaus. Kitos dilemos iškyla, kai šeimos ar įkūrėjų nuosavybės teisės perleidžiamos profesionaliems ekspertams, arba kai įtampa kyla dėl centralizacijos keitimo decentralizacija.\r\n\r\nNepaisant netolygumo, bendra kryptis globaliniuose valdymo įstatymuose veda link naujų ir geresnių standartų, kai nacionalinės įstatymų struktūros ieško globaliai priimtino varianto (mokymuisi bei sinchroniškumui).\r\n\r\nPačios keitimosi galimybės valdyboms yra kaip niekada didelės. Ir jos gali būti dar didesnės, jei laimės pasitelkę išorinius patarėjus.\r\n
Mūsų patirtis
\r\nAmrop kryptingai veikia siekiant užtikrinti įvairiapusių, žvelgiančių į ateitį ir tarpusavyje susijusių valdybų kūrimą ir įgyvendinimą. Mes veikiame kaip Patikimi Patarėjai dinamiškų organizacijų, išsidėsiųsių po visą pasaulį bei įvairiose verslo srityse vykdančiosioms, stebėtojų ir patarėjų valdyboms.\r\n\r\nAmrop globali valdybų paslaugų praktikos grupė veikia trijose susijusiose dimensijose:\r\n1. Paskyrimai (Valdybų pirmininkai, Nepriklausomi direktoriai, Patarėjų valdybos, Komitetai)\r\n2. Valdybų vertinimas\r\n3. Konsultavimas valdybų efektyvumo klausimais\r\n
Mūsų procesas
\r\n- Atskleidžia įgūdžių, patirties, demografinės ir kognityvinės įvairovės esamose valdybose trūkumus\r\n- Identifikuoja vadovybės stiprybes\r\n- Analizuoja keliamus reikalavimus naujiems demografiniams profiliams, specialistams ir techninėms kompetencijoms\r\n- Integruoja greitai besivystančius valdymo reikalavimus ir organizacinę strategiją\r\n- Identifikuoja, įvertina and pristato Lyderius ateičiai – valdybos narius, kurie gali prisitaikyti prie besikeičiančios strateginės ir operatyvinės aplinkos. Esminiai klausimai: (ypatingai ieškant nepriklausomų Direktorių, apie kuriuos mintis dažnai ateina pavėluotai):\r\n- Ar jis/ji gali numatyti strateginių ir operatyvinių rizikų mąstą bei kompleksiškumą?\r\n- Ar jis/ji gali veikti kaip gerbiamas katalizatorius, prie valdybų diskusijų prisidedantis nauju ir tinkamu būdu?\r\n- Ar jis/ji gali konstruktyviai mesti iššūkį tradicijoms, nuostatoms ar šališkumui?\r\n\r\n- Vadovauja įvdeimo proceso kūrimui ir diegimui\r\n\r\nAmrop padeda sparčiai augančioms ir globalizacijos įtakojamoms organizacijoms užtikrinti, kad jų valdybų sudėtis balansuoja tarp reprezentatyvumo ir veiksmingumo. Taip pat padeda užtikrinti, kad valdyba atskaitinga ne tik už esamą valdymo struktūrą, bet taip pat atsižvelgia į pasaulines valdymo tendencijas.\r\nGreta esamų valdybų optimizavimo, Amrop padeda pradedančiosioms organizacijoms suburti valdybas, kurios atitinka jų verslo esmę ir tikslus bei atitinka valdymo standartus.\r\n
Amrop globali valdybų paslaugų praktikos grupė
\r\nAmrop Globali Valdybų paslaugų praktikos grupės, kurią sudaro Amrop Vykdantieji valdybos nariai bei Vykdantieji partneriai, tikslas yra dalintis, sisteminti bei pritaikyti tendencijas, inovacijas bei minties lyderystę visose mūsų 57 rinkose ir būti patikimu kompetencijos centru mūsų narėms šalims – tuo pačiu ir mūsų klientams.\r\n\r\nSpauskite čia, norėdami susipažinti su Globalios valdybų paslaugų praktikos grupės pagrindine komanda.'),
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(2496, 382, 'lower_text', 'High-functioning Boards are successfully running the extra mile. They are representative and diverse, not only in terms of demographic statistics, but also in terms of characteristics (diversity of \'thought\').\r\n\r\nTheir Independent Directors are integrated in a way that has risen beyond statutory norms to new levels of advisory excellence. They are not only fit for today, but justifiably confident in their succession for tomorrow. Their Nominations Committees have widened their scope: from preserving a traditional inner circle of familiar candidates, to acting as an expert and objective human capital interface. One that also has a firm grip on technology and innovation.\r\n\r\nYet the reality for most Boards is different.\r\n\r\nAs organizations reconfigure for growth and globalization, many are facing serious governance questions for the first time. Their task is complicated by regulatory developments whose pace and form differs by geography, ownership type, listed status and, in some countries, sector. Further dilemmas surround the transfer of leadership from family or founding members to external professionals, or structural tensions pitching centralization versus decentralization.\r\n\r\nYet, despite unevenness, the underlying trend in global governance legislation is ticking up towards new and better standards, as national regulatory bodies look to the global picture for learning and synchronicity.\r\n\r\nAs such, the transformative opportunities for Boards have never been greater. All the more so, if they benefit from robust external advisorship.\r\n
Our Expertise
\r\nAmrop works to assure the design and implemention of diverse, forward looking and connected boards. We act as Trusted Advisor to the Executive, Supervisory and Advisory Boards of dynamic organizations all over the world, across a spectrum of industries.\r\n\r\nAmrop\'s global Board Services Practice works along three interconnected lines:\r\n1. Appointments (Chairs, Independent Directors, Advisory Boards, Committees)\r\n2. Board Evaluation\r\n3. Board Effectiveness Advisory\r\n
Our Process
\r\n- Uncovers gaps in the skills, experience, demographic and cognitive diversity of the current Board\r\n- Identifies management strengths to build upon\r\n- Examines requirements for new demographic profiles, specialist and technical skillsets\r\n- Integrates fast-evolving governance requirements and organizational strategy\r\n- Identifies, assesses, and presents Leaders For What’s Next – board members who can flex to evolving strategic and operating environments across borders. Key questions: (particularly in the search for Independent Directors, these are often an afterthought):\r\n- Can s/he anticipate the scale and complexity of strategic and operational risks?\r\n- Act as a respected catalyst, contributing in a fresh and relevant way to Board discussions?\r\n- Constructively challenge traditions, assumptions or bias?\r\n- Guides the design and implementation of the onboarding process\r\n\r\nFor organizations on a steep growth and globalization curve, Amrop helps ensure that their Board composition strikes the all-important balance between representativeness and leanness. That it does not only account for current governance frameworks, but looks forward to global governance trends.\r\n\r\nIn addition to optimizing existing installations, Amrop helps start-up organizations to set up Boards that fit their core business and aims and are compliant with governance standards.\r\n
The Amrop Global Board Services Practice
\r\nComposed of Amrop Executive Board Members and Managing Partners, Amrop’s Global Board Services Practice is configured to share, synthesize and replicate trends, innovations and thought leadership throughout our 57 operating markets, and act as a trusted center of excellence for our Member Firms - and thereby our clients.\r\nClick here to meet the Core Team of the Global Board Service Practise.'),
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(2502, 383, 'lower_text', 'Management Assessment is a proven, structured, comprehensive, objective and tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market. It is related to a specific set of criteria, (specific for position, role or managerial level), based on professional and documentable observations and measures.\r\n
Why is it useful?
\r\nManagement Assessment provides a thorough and objective analysis of each executive’s strengths and weaknesses from an external and objective point of view. That adds considerable value to any decision process as well as serves also as an objective platform for feedback.\r\n\r\nTo fully understand the current skills and future potential of an executive, a multidimensional assessment process is required.\r\n\r\nAmrop is able to help you to define the strategically most important and critical areas of the job of the CEO (or Board member) as well as evaluate the current potential / individuals in these positions. Amrop explores and connects your critical contextual dimensions: from your strategy and culture, to the needs of your candidates, internal and external.\r\n\r\nIf all the board is assessed, Amrop can help to ensure that your board members have the right level of diversity in terms of skills, experience and representation. Our partners have many years of experience with uncovering current qualifications and future requirements and through our analysis we ensure that your board becomes a balanced group of individuals that focus on the right issues according to your company strategy.\r\n\r\nWe work closely with both the chairman and board members and the results of our review are presented with our recommendations for future action.\r\n
When is it needed?
\r\nWhile Management assessment can provide benefits at any time, our experience shows that companies most often ask for this service in following situations:\r\n- Identification of High Potential\r\n- Mergers, Acquisitions & Due diligence\r\n- Unsatisfactory results or key persons leaving the company\r\n- Reorganization\r\n- New CEO\r\n- Filling management vacancies and promotion\r\n- Identification of competence gaps and focus areas for key people training and development\r\n- New strategic development or establishment of new business\r\n
How is it performed?
\r\nManagement Assessment is performed by using a set of professional tools that includes:\r\n- Interviews (Structured competency based interviews conducted on a 2:1-basis and carried out by experienced senior level interviewers);\r\n- CV analysis;\r\n- Strategic exercise and/or simulation.\r\n- Benchmarking (Comparison of the person against an external standard of recognized leaders of the market);\r\n- Reference checking (An investigation of a person’s previous employment history, qualifications, performance and personality using the person’s relevant work related contacts at all levels/ 360°);\r\n- Personality testing (Measuring the person with well-validated psychometric instruments, developed for business needs, which produces comprehensive and reliable profile)\r\n\r\nUsually at least 2-3 from the above mentioned tools are used in assessment. Based on over 7000 Assessments, Amrop has built insight into multiple assessment tools and constructed a robust portfolio. Since no tools are Amrop-owned, our suggestions are objectively tailored to each project: its nature and purpose, the tools already in use by the client and the seniority of assessees.\r\n
What is the result?
\r\nAs a result, the client receives objective and professional evaluation of every single participant and an overview of the management team with our findings and recommendations (whom to keep / re-place, what training is required to keep competitive knowledge, who will be a driver of the cultural/organizational change, who will probably not be able to push your company forward in the way you want him or her to do, etc.).\r\n
Typical process:
\r\n1. Pre-analysis: Identify strategic challenges and competencies for evaluation. Study organization and culture. Agree on process.\r\n2. Assessment: (Recommended) 2 in-depth interviews (Business and Personal/social). CV analysis, personality test, strategic exercise, reasoning test and simulation. Cross over review or 360 exercise. Evaluation of individual motivation.\r\n3. Reports and Feedback: Quantitative and qualitative evaluation of strengths, weaknesses and potential. Self-scoring. Recommendations for success in position. Feedback to participant and client.\r\n4. Full Debriefing: Conclusions and recommendations: regarding individual Managers, the Management Team, the Organization.\r\n5. Follow-up and Knowledge Transfer: Evaluation of process (HR). Follow up on client and on each Manager.'),
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(2508, 384, 'lower_text', 'Vadovų vertinimas yra originaliai sukurta įvertinimo metodologija, leidžianti nustatyti aukščiausios bei viduriniosios grandies vadovų vadovavimo kompetencijas, taip pat palyginti esančią bendrovės vadovų komandą su esama rinka.\r\n
Kodėl tai naudinga?
\r\nVadovų vertinimo metodai leidžia objektyviai iš išorės įvertinti kiekvieno kandidato stipriąsias bei silpnąsias puses. Tai tampa vertinga ir svarbu priimant sprendimus, tuo pačiu tarnauja kaip grižtąmasis ryšys vertinimui.\r\n
Kada tai yra reikalinga?
\r\nVadovų vertinimas yra naudingas visuomet, tačiau mūsų patirtis rodo, kad bendrovės dažniausiai kreipiasi pagalbos situacijose, kuomet:\r\n- Reikalingas didžiausio potencialo identifikavimas\r\n- Vyksta įmonių susijungimai, įsigijimai ir įmonės įvertinimai\r\n- Netenkina bendrovės rezultatai arba svarbūs vadovai išeina iš bendrovės\r\n- Vyksta reorganizacija\r\n- Ateina naujas bendrovės pirmasis vadovas\r\n- Paaukštinant pareigose, atsiradus laisvai vadovaujančiai pozicijai\r\n- Norint identifikuoti kompetencijų trūkumus, ruošiant\r\nvadovaujančių darbuotojų mokymo programas.\r\n- Nusprendus vystyti naują verslo strategiją ar kurti naują verslą.\r\n
Kaip tai vyksta?
\r\nVadovų vertinimas vyksta naudojant profesionalią metodiką:\r\n\r\nInterviu – Struktūrizuoti ir kompetetingi interviu vyksta vadovaujantis 2:1 principu. Juos atlieka patyrę konsultantai.\r\n\r\nPalyginimas – Kandidato asmenybinės ir profesinės savybės lyginamos su jau pripažintų rinkos lyderių savybes atitinkančiais standartais.\r\n\r\nRekomendacijų tikrinimas – Kandidato ankstesnės darbo patirties, kvalifikacijų, veiklos rezultatų bei asmenybinių savybių analizė, naudojantis visapusiška darbiniais santykiais susijusių asmenų suteikta informacija 360º principu.\r\n\r\nPsichometrinis testavimas – Asmens įvertinimas naudojant verslui sukurtus ir patvirtintus psichometrinius instrumentus. Psichometrinio testavimo pagalba sudaromas išsamus ir patikimas asmens apibūdinimas.\r\n
Koks yra rezultatas?
\r\nMūsų darbo rezultatas – tai objektyvus ir profesionalus kiekvieno kandidato įvertinimas tiek individualiai, tiek kompanijos vadovybės kontekste, pateikiant savo nuomonę ir rekomendacijas (ką palikti/pakeisti, kokie reikalingi mokymai, siekiant išlaikyti aukštą žinių lygį, kas galimas kultūrinių/organizacinių permainų iniciatorius, kas galbūt nesugebės vesti kompanijos į priekį taip, kai jūs norėtumėte, ir t.t.)'),
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(2523, 390, 'lower_text', 'High-functioning Advisory and Executive Boards are successfully running the extra mile. They are representative and diverse, not only in terms of demographic statistics, but also in terms of characteristics (diversity of \'thought\').\r\n\r\n Their Executive and Non-executive Directors are integrated in a way that has risen beyond statutory norms to new levels of advisory excellence. They are not only fit for today, but also justifiably confident in their succession for tomorrow. Their Nominations Committees have widened their scope: from preserving a traditional inner circle of familiar candidates, to acting as an expert and objective human capital interface. One that also has a firm grip on technology and innovation.\r\n\r\nYet the reality for most Boards is different.\r\n\r\nAs organizations reconfigure for growth, globalization and ownership structure change, many are facing serious governance questions for the first time. Their task is complicated by regulatory developments whose pace and form differs by geography, ownership type, listed status and, in some countries, sector. Further dilemmas surround the transfer of leadership from family or founding members to external professionals, or structural tensions pitching centralization versus decentralization.\r\n\r\nYet, despite unevenness, the underlying trend in global governance legislation is ticking up towards new and better standards and practices, as national regulatory bodies look to the global picture for learning and synchronicity.\r\n\r\nAs such, the transformative opportunities for Boards have never been greater. All the more so, if they benefit from robust external advisorship.\r\n\r\nOur Expertise\r\n\r\nAmrop works to assure the design and implementation of diverse, forward looking and connected boards. We act as Trusted Advisor to the Executive, Supervisory and Advisory Boards of dynamic organizations all over the world, across a spectrum of industries.\r\n\r\nAmrop\'s global Board Services Practice works along three interconnected lines:\r\n\r\n
Uncovers gaps in the skills, experience, demographic and cognitive diversity of the current Board
\r\n
Identifies management strengths to build upon
\r\n
Examines requirements for new demographic profiles, specialist and technical skillsets
\r\n
Integrates fast-evolving governance requirements and organizational strategy
\r\n
Identifies, assesses, and presents Leaders For What’s Next – board members who can flex to evolving strategic and operating environments across borders. Key questions: (particularly in the search for Independent Directors, these are often an afterthought):\r\n- Can s/he anticipate the scale and complexity of strategic and operational risks?\r\n- Act as a respected catalyst, contributing in a fresh and relevant way to Board discussions?\r\n- Constructively challenge traditions, assumptions or bias?
\r\n
\r\n
\r\n
Guides the design and implementation of the onboarding process
\r\n
\r\nFor organizations on a steep growth and globalization curve, Amrop helps ensure that their Board composition strikes the all-important balance between representativeness and leanness. That it does not only account for current governance frameworks, but looks forward to global governance trends.\r\n\r\nIn addition to optimizing existing installations, Amrop helps start-up organizations to set up Boards that fit their core business and aims and are compliant with governance standards.\r\n\r\nThe Amrop Global Board Services Practice\r\n\r\nComposed of Amrop Executive Board Members and Managing Partners, Amrop’s Global Board Services Practice is configured to share, synthesize and replicate trends, innovations and thought leadership throughout our 57 operating markets, and act as a trusted center of excellence for our Member Firms - and thereby our clients.\r\n\r\nIn Baltics Amrop closely cooperates and is the member of Baltic Institute of Corporate Governance.\r\n\r\nClick here to meet the Core Team of the Global Board Service Practise.'),
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(2529, 391, 'lower_text', 'Efektyviai veikiančios valdybos sėkmingai žengia papildomus žingsnius. Jos reprezentatyvios ir įvairialypės tiek demografinės statistikos, tiek savybių prasme.\r\n\r\nValdybų nepriklausomi Direktoriai savo statutines normas integravo į naujas kokybines aukštumas. Jie yra ne tik tinkamai pasirengę dabarčiai, bet yra pagrįstai užtikrinti tęstinumu ateičiai. Nominacijų Komitetai išplėtė savo apimtis nuo žinomų kandidatų tradicinio vidinio rato išsaugojimo iki ekspertų bei objektyvaus žmogiškojo kapitalo vaidmens. Tokio, kuris turi tvirtą ryšį su technologijomis bei inovacijomis.\r\n\r\nRealybė daugeliui valdybų yra kitokia.\r\n\r\nOrganizacijos persitvarko, atsižvelgdamos į augimą ir globalizaciją ir dauguma pirmą kartą susiduria su rimtais valdymo klausimais.Jų darbą komplikuoja reguliavimo pokyčiai, kurių kaitos trukmė bei forma priklauso nuo geografijos, nuosavybės tipo, statuso ir kai kuriose šalyse nuo sektoriaus. Kitos dilemos iškyla, kai šeimos ar įkūrėjų nuosavybės teisės perleidžiamos profesionaliems ekspertams, arba kai įtampa kyla dėl centralizacijos keitimo decentralizacija.\r\n\r\nNepaisant netolygumo, bendra kryptis globaliniuose valdymo įstatymuose veda link naujų ir geresnių standartų, kai nacionalinės įstatymų struktūros ieško globaliai priimtino varianto (mokymuisi bei sinchroniškumui).\r\n\r\nPačios keitimosi galimybės valdyboms yra kaip niekada didelės. Ir jos gali būti dar didesnės, jei laimės pasitelkę išorinius patarėjus.\r\n\r\nMūsų patirtis\r\n\r\nAmrop kryptingai veikia siekiant užtikrinti įvairiapusių, žvelgiančių į ateitį ir tarpusavyje susijusių valdybų kūrimą ir įgyvendinimą. Mes veikiame kaip Patikimi Patarėjai dinamiškų organizacijų, išsidėsiųsių po visą pasaulį bei įvairiose verslo srityse vykdančiosioms, stebėtojų ir patarėjų valdyboms.\r\n\r\nAmrop globali valdybų paslaugų praktikos grupė veikia trijose susijusiose dimensijose:\r\n\r\n
Atskleidžia įgūdžių, patirties, demografinės ir kognityvinės įvairovės esamose valdybose trūkumus
\r\n
Identifikuoja vadovybės stiprybes
\r\n
Analizuoja keliamus reikalavimus naujiems demografiniams profiliams, specialistams ir techninėms kompetencijoms
\r\n
Integruoja greitai besivystančius valdymo reikalavimus ir organizacinę strategiją
\r\n
Identifikuoja, įvertina and pristato Lyderius ateičiai – valdybos narius, kurie gali prisitaikyti prie besikeičiančios strateginės ir operatyvinės aplinkos. Esminiai klausimai: (ypatingai ieškant nepriklausomų Direktorių, apie kuriuos mintis dažnai ateina pavėluotai):\r\n- Ar jis/ji gali numatyti strateginių ir operatyvinių rizikų mąstą bei kompleksiškumą?\r\n- Ar jis/ji gali veikti kaip gerbiamas katalizatorius, prie valdybų diskusijų prisidedantis nauju ir tinkamu būdu?\r\n- Ar jis/ji gali konstruktyviai mesti iššūkį tradicijoms, nuostatoms ar šališkumui?
\r\nManagement Assessment provides a thorough and objective analysis of each executive’s strengths and weaknesses from an external and objective point of view. That adds considerable value to any decision process as well as serves also as an objective platform for feedback.\r\n\r\nTo fully understand the current skills and future potential of an executive, a multidimensional assessment process is required.\r\n\r\nAmrop is able to help you to define the strategically most important and critical areas of the job of the CEO (or Board member) as well as evaluate the current potential / individuals in these positions. Amrop explores and connects your critical contextual dimensions: from your strategy and culture, to the needs of your candidates, internal and external.\r\n\r\nIf all the board is assessed, Amrop can help to ensure that your board members have the right level of diversity in terms of skills, experience and representation. Our partners have many years of experience with uncovering current qualifications and future requirements and through our analysis we ensure that your board becomes a balanced group of individuals that focus on the right issues according to your company strategy.\r\n\r\nWe work closely with both the chairman and board members and the results of our review are presented with our recommendations for future action.\r\n
When is it needed?
\r\nWhile Management assessment can provide benefits at any time, our experience shows that companies most often ask for this service in following situations:\r\n- Identification of High Potential\r\n- Mergers, Acquisitions & Due diligence\r\n- Unsatisfactory results or key persons leaving the company\r\n- Reorganization\r\n- New CEO\r\n- Filling management vacancies and promotion\r\n- Identification of competence gaps and focus areas for key people training and development\r\n- New strategic development or establishment of new business\r\n
How is it performed?
\r\nManagement Assessment is performed by using a set of professional tools that includes:\r\n- Interviews (Structured competency based interviews conducted on a 2:1-basis and carried out by experienced senior level interviewers);\r\n- CV analysis;\r\n- Strategic exercise and/or simulation.\r\n- Benchmarking (Comparison of the person against an external standard of recognized leaders of the market);\r\n- Reference checking (An investigation of a person’s previous employment history, qualifications, performance and personality using the person’s relevant work related contacts at all levels/ 360°);\r\n- Personality testing (Measuring the person with well-validated psychometric instruments, developed for business needs, which produces comprehensive and reliable profile)\r\n\r\nUsually at least 2-3 from the above mentioned tools are used in assessment. Based on over 7000 Assessments, Amrop has built insight into multiple assessment tools and constructed a robust portfolio. Since no tools are Amrop-owned, our suggestions are objectively tailored to each project: its nature and purpose, the tools already in use by the client and the seniority of assessees.\r\n
What is the result?
\r\nAs a result, the client receives objective and professional evaluation of every single participant and an overview of the management team with our findings and recommendations (whom to keep / re-place, what training is required to keep competitive knowledge, who will be a driver of the cultural/organizational change, who will probably not be able to push your company forward in the way you want him or her to do, etc.).\r\n
Typical process:
\r\n1. Pre-analysis: Identify strategic challenges and competencies for evaluation. Study organization and culture. Agree on process.\r\n2. Assessment: (Recommended) 2 in-depth interviews (Business and Personal/social). CV analysis, personality test, strategic exercise, reasoning test and simulation. Cross over review or 360 exercise. Evaluation of individual motivation.\r\n3. Reports and Feedback: Quantitative and qualitative evaluation of strengths, weaknesses and potential. Self-scoring. Recommendations for success in position. Feedback to participant and client.\r\n4. Full Debriefing: Conclusions and recommendations: regarding individual Managers, the Management Team, the Organization.\r\n5. Follow-up and Knowledge Transfer: Evaluation of process (HR). Follow up on client and on each Manager.'),
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(2847, 466, 'lower_text', 'Amrop researchers and consultants assess market availability, use comparative benchmarking and find candidates who not only have the required experience and expertise but are the correct cultural fit with the organisation . A senior Amrop partner is involved in every search assignment until its successful completion.\r\n\r\nTo ensure the effectiveness of multi-country and international search assignments, Amrop leverages the strength of its global network. Typically, a project team comprises consultants from countries where the search is being conducted and who understand both the local and global context in which the search will take place. Consultants with specific industry expertise are also involved. Multi-country assignments are coordinated by a lead consultant who acts as the primary interface with the client.\r\n
The context driven process includes:
\r\n
1. Planning & Insight
\r\nContext Assessment\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\nContext Brief\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\nContextual Intelligence\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\nSearch Strategy\r\nA specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n
2. Management
\r\nInitial Contact\r\nPotential candidates are thoroughly screened, their qualifications examined, past performance verified, motivation and personality assessed and, where appropriate, strengths and weaknesses appraised.\r\n\r\nThroughout the search process, the client is kept informed of progress and findings. A long list of qualified candidates together with brief profiles is usually presented to the client along with recommendations of those who best meet the specifications. Aside from comprehensive candidate reports, market reaction is also constantly feedback to the client.\r\n\r\nCandidate Meetings\r\nCandidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n
3. Closure
\r\nNegotiations\r\nBoth the client and the candidate draw on our vast reservoir of knowledge in market compensation and benefits to discuss and structure a competitive and equitable package.\r\n\r\nReferences\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\nHandholding\r\nAfter a successful candidate has been appointed and begun their assignment, Amrop maintains an ongoing dialogue with both the candidate and the client to ensure a smooth integration into the organisation and, at the same time, assure the achievement of performance goals. At this stage, Amrop can also take on the communication of the new appointment to the press and inside the organisation, if required.'),
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Who are our candidates?
\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
How is it possible to join Amrop database?
\r\nBy sending the CV to the address vilnius@amrop.com.\r\n\r\n Please use Amrop CV template.'),
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Kas gali būti mūsų kandidatais?
\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n
Kaip elgiamės kandidatų atžvilgiu?
\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n
Kodėl naudinga tapti mūsų kandidatu?
\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n
Kaip tapti Amrop duomenų bazės kandidatu?
\r\nSiunčiant CV elektroninio pašto adresu: vilnius@amrop.com\r\n\r\nGalima naudoti Amrop CV formą.'),
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(4687, 737, 'lower_text', 'Efektyviai veikiančios valdybos sėkmingai žengia papildomus žingsnius. Jos reprezentatyvios ir įvairialypės tiek demografinės statistikos, tiek savybių prasme.\r\n\r\nValdybų nepriklausomi Direktoriai savo statutines normas integravo į naujas kokybines aukštumas. Jie yra ne tik tinkamai pasirengę dabarčiai, bet yra pagrįstai užtikrinti tęstinumu ateičiai. Nominacijų Komitetai išplėtė savo apimtis nuo žinomų kandidatų tradicinio vidinio rato išsaugojimo iki ekspertų bei objektyvaus žmogiškojo kapitalo vaidmens. Tokio, kuris turi tvirtą ryšį su technologijomis bei inovacijomis.\r\n\r\nRealybė daugeliui valdybų yra kitokia.\r\n\r\nOrganizacijos persitvarko, atsižvelgdamos į augimą ir globalizaciją ir dauguma pirmą kartą susiduria su rimtais valdymo klausimais.Jų darbą komplikuoja reguliavimo pokyčiai, kurių kaitos trukmė bei forma priklauso nuo geografijos, nuosavybės tipo, statuso ir kai kuriose šalyse nuo sektoriaus. Kitos dilemos iškyla, kai šeimos ar įkūrėjų nuosavybės teisės perleidžiamos profesionaliems ekspertams, arba kai įtampa kyla dėl centralizacijos keitimo decentralizacija.\r\n\r\nNepaisant netolygumo, bendra kryptis globaliniuose valdymo įstatymuose veda link naujų ir geresnių standartų, kai nacionalinės įstatymų struktūros ieško globaliai priimtino varianto (mokymuisi bei sinchroniškumui).\r\n\r\nPačios keitimosi galimybės valdyboms yra kaip niekada didelės. Ir jos gali būti dar didesnės, jei laimės pasitelkę išorinius patarėjus.\r\n\r\nMūsų patirtis\r\n\r\nAmrop kryptingai veikia siekiant užtikrinti įvairiapusių, žvelgiančių į ateitį ir tarpusavyje susijusių valdybų kūrimą ir įgyvendinimą. Mes veikiame kaip Patikimi Patarėjai dinamiškų organizacijų, išsidėsiųsių po visą pasaulį bei įvairiose verslo srityse vykdančiosioms, stebėtojų ir patarėjų valdyboms.\r\n\r\nAmrop globali valdybų paslaugų praktikos grupė veikia trijose susijusiose dimensijose:\r\n\r\n
Atskleidžia įgūdžių, patirties, demografinės ir kognityvinės įvairovės esamose valdybose trūkumus
\r\n
Identifikuoja vadovybės stiprybes
\r\n
Analizuoja keliamus reikalavimus naujiems demografiniams profiliams, specialistams ir techninėms kompetencijoms
\r\n
Integruoja greitai besivystančius valdymo reikalavimus ir organizacinę strategiją
\r\n
Identifikuoja, įvertina and pristato Lyderius ateičiai – valdybos narius, kurie gali prisitaikyti prie besikeičiančios strateginės ir operatyvinės aplinkos. Esminiai klausimai: (ypatingai ieškant nepriklausomų Direktorių, apie kuriuos mintis dažnai ateina pavėluotai):\r\n- Ar jis/ji gali numatyti strateginių ir operatyvinių rizikų mąstą bei kompleksiškumą?\r\n- Ar jis/ji gali veikti kaip gerbiamas katalizatorius, prie valdybų diskusijų prisidedantis nauju ir tinkamu būdu?\r\n- Ar jis/ji gali konstruktyviai mesti iššūkį tradicijoms, nuostatoms ar šališkumui?
\r\n
\r\n
\r\n
Vadovauja įvdeimo proceso kūrimui ir diegimui
\r\n
\r\nAmrop padeda sparčiai augančioms ir globalizacijos įtakojamoms organizacijoms užtikrinti, kad jų valdybų sudėtis balansuoja tarp reprezentatyvumo ir veiksmingumo. Taip pat padeda užtikrinti, kad valdyba atskaitinga ne tik už esamą valdymo struktūrą, bet taip pat atsižvelgia į pasaulines valdymo tendencijas.\r\n\r\nGreta esamų valdybų optimizavimo, Amrop padeda pradedančiosioms organizacijoms suburti valdybas, kurios atitinka jų verslo esmę ir tikslus bei atitinka valdymo standartus.\r\n\r\nAmrop globali valdybų paslaugų praktikos grupė\r\n\r\nAmrop Globali Valdybų paslaugų praktikos grupės, kurią sudaro Amrop Vykdantieji valdybos nariai bei Vykdantieji partneriai, tikslas yra dalintis, sisteminti bei pritaikyti tendencijas, inovacijas bei minties lyderystę visose mūsų 57 rinkose ir būti patikimu kompetencijos centru mūsų narėms šalims – tuo pačiu ir mūsų klientams.\r\n\r\nBaltijos šalyse Amrop glaudžiai bendradarbiauja ir yra Baltic Institute of Corporate Governance narė.\r\n\r\nSpauskite čia, norėdami susipažinti su Globalios valdybų paslaugų praktikos grupės pagrindine komanda.'),
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Kas gali būti mūsų kandidatais?
\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n
Kaip elgiamės kandidatų atžvilgiu?
\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n
Kodėl naudinga tapti mūsų kandidatu?
\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n
Kaip tapti Amrop duomenų bazės kandidatu?
\r\nSiunčiant CV elektroninio pašto adresu: vilnius@amrop.com\r\n\r\nGalima naudoti AmropCV formą.\r\n\r\nSavanoriškai pateikdami savo asmens duomenis Jūs sutinkate, kad šiuos duomenis vadovaujančių darbuotojų paieškų tikslu duomenų valdytojas UAB „Executive Search Baltics“ (juridinio asmens kodas 110895210, adresas Gedimino pr. 1A-14, Vilnius, Lietuva, tel. +370 5 266 0864, el. p. vilnius@amrop.com) (toliau – Amrop) tvarkytų ir saugotų 6 metus. Savanoriškai atsiųsti bei viešai prieinamuose šaltiniuose pateikiami Jūsų asmens duomenys apie išsilavinimą, profesines patirtis ir kvalifikaciją bus tvarkomi Jūsų sutikimo pagrindu.\r\n\r\nJūs turite teisę atšaukti savo sutikimą, taip pat kitas duomenų subjekto teises - prašyti, kad būtų leista susipažinti su Amrop turimais Jūsų asmens duomenimis ir juos ištaisyti arba ištrinti, arba apriboti duomenų tvarkymą jeigu tam būtų pagrindas, arba teisę nesutikti, kad duomenys būtų tvarkomi, taip pat teisę į duomenų perkeliamumą. Duomenų apsaugos pareigūno, kuriam galite adresuoti savo pašymus ir paklausimus, kontaktiniai duomenys – Mindaugas Valančius, tel. +370 5 266 0864, el.paštas dpo.vilnius@amrop.com. Asmens duomenų apsaugą reglamentuojantys teisės aktai taip pat Jums suteikia teisę pateikti skundą Valstybinei duomenų apsaugos inspekcijai.\r\n\r\nAmrop sprendimu, Jūsų asmens duomenys gali būti perduoti klientams, kurie svarstys kandidatų į vadovaujančius darbuotojus tinkamumą. Jeigu vadovaujančių darbuotojų paiešką vykdytų Amrop partnerystės bendrovės kitose šalyse, Jūsų asmens duomenys gali būti perduoti šioms Amrop bendrovėms. Tuo atveju, jeigu asmens duomenys būtų perduodami minėtiems asmenims už ES ribų, būtų taikomos tinkamos apsaugos priemonės, pavyzdžiui, standartinės duomenų apsaugos sąlygos.'),
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(4580, 728, 'lower_text', '
Who are our candidates?
\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
How is it possible to join Amrop database?
\r\nBy sending the CV to the address vilnius@amrop.com.\r\n\r\nPlease use Amrop CV template.\r\n\r\nBy voluntary submitting your personal data you provide your consent to data controller UAB „Executive Search Baltics“ (legal entity code 110895210, address Gedimino pr. 1A-14, Vilnius, Lithuania, tel. +370 5 266 0864, e-mail vilnius@amrop.com) (hereinafter – Amrop) to process and store your personal data for a period of 6 years for the purpose of executive search. Your voluntary submitted and from public sources collected personal data concerning education, professional experience and qualifications shall be processed on the basis of your consent.\r\n\r\nYou have a right to revoke your consent, and other data subject rights – the right to request from Amrop rectification or erasure of personal data or restriction of processing of personal data concerning the data subject or to object to such processing, the right to data portability. Requests and inquires can be addressed to data protection officer, whose contact details are as follows – Mindaugas Valančius, tel. +370 5 266 0864, e-mail: dpo.vilnius@amrop.com. Under applicable data protection laws you also have a right to submit a complaint to the State Data Protection Inspectorate.\r\n\r\nUpon decision of Amrop, your personal data can be transferred to its clients, in respect of which candidates are being considered for a potential role within that clients’ organisation. In case executive search is also performed by other Amrop partnership companies in other countries, your personal data can be transferred to these Amrop companies. Where personal data are transferred to the said persons outside the EU, appropriate safeguards shall be applicable in the course of the transfer, for example, standard contractual clauses.'),
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(3920, 591, 'lower_text', '
Kas gali būti mūsų kandidatais?
\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n
Kaip elgiamės kandidatų atžvilgiu?
\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n
Kodėl naudinga tapti mūsų kandidatu?
\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n
Kaip tapti Amrop duomenų bazės kandidatu?
\r\nSiunčiant CV elektroninio pašto adresu: vilnius@amrop.com\r\n\r\nGalima naudoti Amrop CV formą.\r\n\r\nJūsų pateiktas CV ir kiti duomenys bus laikomi konfidencialia informacija ir neatskleidžiami tretiesiems asmenims, išskyrus duomenų naudojimą vadovų paieškos procesuose.'),
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(3220, 102, '_aioseop_description', 'Context Driven approach to executive search & management consulting helps our clients find and develop Leaders For What\'s Next'),
(4326, 454, '_aioseop_title', 'Why Managers Leave'),
(4325, 454, '_aioseop_description', 'Why managers leave the companies'),
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(3868, 27, '_aioseop_title', 'Leadership Assessment'),
(3253, 532, 'lower_text', 'Management Assessment is a proven, structured, comprehensive, objective and tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market. It is related to a specific set of criteria, (specific for position, role or managerial level), based on professional and documentable observations and measures.\r\n
Why is it useful?
\r\nManagement Assessment provides a thorough and objective analysis of each executive’s strengths and weaknesses from an external and objective point of view. That adds considerable value to any decision process as well as serves also as an objective platform for feedback.\r\n\r\nTo fully understand the current skills and future potential of an executive, a multidimensional assessment process is required.\r\n\r\nAmrop is able to help you to define the strategically most important and critical areas of the job of the CEO (or Board member) as well as evaluate the current potential / individuals in these positions. Amrop explores and connects your critical contextual dimensions: from your strategy and culture, to the needs of your candidates, internal and external.\r\n\r\nIf all the board is assessed, Amrop can help to ensure that your board members have the right level of diversity in terms of skills, experience and representation. Our partners have many years of experience with uncovering current qualifications and future requirements and through our analysis we ensure that your board becomes a balanced group of individuals that focus on the right issues according to your company strategy.\r\n\r\nWe work closely with both the chairman and board members and the results of our review are presented with our recommendations for future action.\r\n
When is it needed?
\r\nWhile Management assessment can provide benefits at any time, our experience shows that companies most often ask for this service in following situations:\r\n- Identification of High Potential\r\n- Mergers, Acquisitions & Due diligence\r\n- Unsatisfactory results or key persons leaving the company\r\n- Reorganization\r\n- New CEO\r\n- Filling management vacancies and promotion\r\n- Identification of competence gaps and focus areas for key people training and development\r\n- New strategic development or establishment of new business\r\n
How is it performed?
\r\nManagement Assessment is performed by using a set of professional tools that includes:\r\n- Interviews (Structured competency based interviews conducted on a 2:1-basis and carried out by experienced senior level interviewers);\r\n- CV analysis;\r\n- Strategic exercise and/or simulation.\r\n- Benchmarking (Comparison of the person against an external standard of recognized leaders of the market);\r\n- Reference checking (An investigation of a person’s previous employment history, qualifications, performance and personality using the person’s relevant work related contacts at all levels/ 360°);\r\n- Personality testing (Measuring the person with well-validated psychometric instruments, developed for business needs, which produces comprehensive and reliable profile)\r\n\r\nUsually at least 2-3 from the above mentioned tools are used in assessment. Based on over 7000 Assessments, Amrop has built insight into multiple assessment tools and constructed a robust portfolio. Since no tools are Amrop-owned, our suggestions are objectively tailored to each project: its nature and purpose, the tools already in use by the client and the seniority of assessees.\r\n
What is the result?
\r\nAs a result, the client receives objective and professional evaluation of every single participant and an overview of the management team with our findings and recommendations (whom to keep / re-place, what training is required to keep competitive knowledge, who will be a driver of the cultural/organizational change, who will probably not be able to push your company forward in the way you want him or her to do, etc.).\r\n
Typical process:
\r\n1. Pre-analysis: Identify strategic challenges and competencies for evaluation. Study organization and culture. Agree on process.\r\n2. Assessment: (Recommended) 2 in-depth interviews (Business and Personal/social). CV analysis, personality test, strategic exercise, reasoning test and simulation. Cross over review or 360 exercise. Evaluation of individual motivation.\r\n3. Reports and Feedback: Quantitative and qualitative evaluation of strengths, weaknesses and potential. Self-scoring. Recommendations for success in position. Feedback to participant and client.\r\n4. Full Debriefing: Conclusions and recommendations: regarding individual Managers, the Management Team, the Organization.\r\n5. Follow-up and Knowledge Transfer: Evaluation of process (HR). Follow up on client and on each Manager.'),
(3254, 532, '_lower_text', 'field_55c21184b1d71'),
(3255, 532, 'sidebar_image_1', '66'),
(3256, 532, '_sidebar_image_1', 'field_55c881fb6c442'),
(3257, 532, 'sidebar_image_2', '67'),
(3258, 532, '_sidebar_image_2', 'field_55c882236c443'),
(3867, 27, '_aioseop_description', 'Leadership Assessment is a proven, structured, comprehensive, objective and tailor-made evaluation methodology to assess leadership competencies '),
(3428, 375, '_aioseop_title', 'Board Services'),
(3265, 533, 'lower_text', 'High-functioning Advisory and Executive Boards are successfully running the extra mile. They are representative and diverse, not only in terms of demographic statistics, but also in terms of characteristics (diversity of \'thought\').\r\n\r\n Their Executive and Non-executive Directors are integrated in a way that has risen beyond statutory norms to new levels of advisory excellence. They are not only fit for today, but also justifiably confident in their succession for tomorrow. Their Nominations Committees have widened their scope: from preserving a traditional inner circle of familiar candidates, to acting as an expert and objective human capital interface. One that also has a firm grip on technology and innovation.\r\n\r\nYet the reality for most Boards is different.\r\n\r\nAs organizations reconfigure for growth, globalization and ownership structure change, many are facing serious governance questions for the first time. Their task is complicated by regulatory developments whose pace and form differs by geography, ownership type, listed status and, in some countries, sector. Further dilemmas surround the transfer of leadership from family or founding members to external professionals, or structural tensions pitching centralization versus decentralization.\r\n\r\nYet, despite unevenness, the underlying trend in global governance legislation is ticking up towards new and better standards and practices, as national regulatory bodies look to the global picture for learning and synchronicity.\r\n\r\nAs such, the transformative opportunities for Boards have never been greater. All the more so, if they benefit from robust external advisorship.\r\n\r\nOur Expertise\r\n\r\nAmrop works to assure the design and implementation of diverse, forward looking and connected boards. We act as Trusted Advisor to the Executive, Supervisory and Advisory Boards of dynamic organizations all over the world, across a spectrum of industries.\r\n\r\nAmrop\'s global Board Services Practice works along three interconnected lines:\r\n\r\n
Uncovers gaps in the skills, experience, demographic and cognitive diversity of the current Board
\r\n
Identifies management strengths to build upon
\r\n
Examines requirements for new demographic profiles, specialist and technical skillsets
\r\n
Integrates fast-evolving governance requirements and organizational strategy
\r\n
Identifies, assesses, and presents Leaders For What’s Next – board members who can flex to evolving strategic and operating environments across borders. Key questions: (particularly in the search for Independent Directors, these are often an afterthought):\r\n- Can s/he anticipate the scale and complexity of strategic and operational risks?\r\n- Act as a respected catalyst, contributing in a fresh and relevant way to Board discussions?\r\n- Constructively challenge traditions, assumptions or bias?
\r\n
\r\n
\r\n
Guides the design and implementation of the onboarding process
\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n
Kaip elgiamės kandidatų atžvilgiu?
\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n
Kodėl naudinga tapti mūsų kandidatu?
\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n
Kaip tapti Amrop duomenų bazės kandidatu?
\r\nSiunčiant CV elektroninio pašto adresu: vilnius@amrop.com\r\n\r\nGalima naudoti Amrop CV formą.'),
(3817, 578, '_sidebar_image_2', 'field_55c882236c443'),
(3816, 578, 'sidebar_image_2', '363'),
(3815, 578, '_sidebar_image_1', 'field_55c881fb6c442'),
(3813, 578, '_lower_text', 'field_55c21184b1d71'),
(3814, 578, 'sidebar_image_1', '366'),
(4827, 251, '_thumbnail_id', '753'),
(3808, 53, '_aioseop_description', 'Iš Amrop konsultantų pirmieji sužinokite apie globalias tendencijas, naujienas apie vadovų paiešką ir vertinimą, talentų pritraukimo strategijas ir valdymą'),
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(3825, 579, 'sidebar_image_1', '371'),
(3826, 579, '_sidebar_image_1', 'field_55c881fb6c442'),
(3827, 579, 'sidebar_image_2', '368'),
(3828, 579, '_sidebar_image_2', 'field_55c882236c443'),
(3844, 581, '_lower_text', 'field_55c21184b1d71'),
(3845, 581, 'sidebar_image_1', '66'),
(3846, 581, '_sidebar_image_1', 'field_55c881fb6c442'),
(3847, 581, 'sidebar_image_2', '67'),
(3848, 581, '_sidebar_image_2', 'field_55c882236c443'),
(3855, 582, 'lower_text', 'Leadership Assessment is a proven, structured, comprehensive, objective and tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market. It is related to a specific set of criteria, (specific for position, role or managerial level), based on professional and documentable observations and measures.\r\n
Why is it useful?
\r\nLeadership Assessment provides a thorough and objective analysis of each executive’s strengths and weaknesses from an external and objective point of view. That adds considerable value to any decision process as well as serves also as an objective platform for feedback.\r\n\r\nTo fully understand the current skills and future potential of an executive, a multidimensional assessment process is required.\r\n\r\nAmrop in Lithuania is able to help you to define the strategically most important and critical areas of the job of the CEO (or Board member) as well as evaluate the current potential / individuals in these positions. Amrop in Lithuania explores and connects your critical contextual dimensions: from your strategy and culture, to the needs of your candidates, internal and external.\r\n\r\nIf all the board is assessed, Amrop in Lithuania can help to ensure that your board members have the right level of diversity in terms of skills, experience and representation. Our partners have many years of experience with uncovering current qualifications and future requirements and through our analysis we ensure that your board becomes a balanced group of individuals that focus on the right issues according to your company strategy.\r\n\r\nWe work closely with both the chairman and board members and the results of our review are presented with our recommendations for future action.\r\n
When is it needed?
\r\nWhile Leadership assessment can provide benefits at any time, our experience shows that companies most often ask for this service in following situations:\r\n- Identification of High Potential\r\n- Mergers, Acquisitions & Due diligence\r\n- Unsatisfactory results or key persons leaving the company\r\n- Reorganization\r\n- New CEO\r\n- Filling management vacancies and promotion\r\n- Identification of competence gaps and focus areas for key people training and development\r\n- New strategic development or establishment of new business\r\n
How is it performed?
\r\nLeadership Assessment is performed by using a set of professional tools that includes:\r\n- Interviews (Structured competency based interviews conducted on a 2:1-basis and carried out by experienced senior level interviewers);\r\n- CV analysis;\r\n- Strategic exercise and/or simulation.\r\n- Benchmarking (Comparison of the person against an external standard of recognized leaders of the market);\r\n- Reference checking (An investigation of a person’s previous employment history, qualifications, performance and personality using the person’s relevant work related contacts at all levels/ 360°);\r\n- Personality testing (Measuring the person with well-validated psychometric instruments, developed for business needs, which produces comprehensive and reliable profile)\r\n\r\nUsually at least 2-3 from the above mentioned tools are used in assessment. Based on over 7000 Assessments, Amrop has built insight into multiple assessment tools and constructed a robust portfolio. Since no tools are Amrop-owned, our suggestions are objectively tailored to each project: its nature and purpose, the tools already in use by the client and the seniority of assessees.\r\n
What is the result?
\r\nAs a result, the client receives objective and professional evaluation of every single participant and an overview of the management team with our findings and recommendations (whom to keep / re-place, what training is required to keep competitive knowledge, who will be a driver of the cultural/organizational change, who will probably not be able to push your company forward in the way you want him or her to do, etc.).\r\n
Typical process:
\r\n1. Pre-analysis: Identify strategic challenges and competencies for evaluation. Study organization and culture. Agree on process.\r\n2. Assessment: (Recommended) 2 in-depth interviews (Business and Personal/social). CV analysis, personality test, strategic exercise, reasoning test and simulation. Cross over review or 360 exercise. Evaluation of individual motivation.\r\n3. Reports and Feedback: Quantitative and qualitative evaluation of strengths, weaknesses and potential. Self-scoring. Recommendations for success in position. Feedback to participant and client.\r\n4. Full Debriefing: Conclusions and recommendations: regarding individual Managers, the Management Team, the Organization.\r\n5. Follow-up and Knowledge Transfer: Evaluation of process (HR). Follow up on client and on each Manager.'),
(3856, 582, '_lower_text', 'field_55c21184b1d71'),
(3857, 582, 'sidebar_image_1', '66'),
(3858, 582, '_sidebar_image_1', 'field_55c881fb6c442'),
(3859, 582, 'sidebar_image_2', '67'),
(3860, 582, '_sidebar_image_2', 'field_55c882236c443'),
(3871, 585, 'lower_text', '
Who are our candidates?
\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
How is it possible to join Amrop database?
\r\nBy sending the CV to the address vilnius@amrop.com.\r\n\r\n Please use Amrop CV template.\r\n\r\nThe CV and all personal data submitted will be treated on a fully confidential basis. Its use will be controlled and strictly limited to designated executives.\r\n
\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n
Kaip elgiamės kandidatų atžvilgiu?
\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n
Kodėl naudinga tapti mūsų kandidatu?
\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n
Kaip tapti Amrop duomenų bazės kandidatu?
\r\nSiunčiant CV elektroninio pašto adresu: vilnius@amrop.com\r\n\r\nGalima naudoti Amrop CV formą.\r\n\r\nCV ir visi pateikti asmens duomenys bus laikomis visiškai konfidencialiai. Pateiktos informacijos naudojimas bus griežtai ribojamas.'),
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(3885, 586, '_sidebar_image_1', 'field_55c881fb6c442'),
(3886, 586, 'sidebar_image_2', '368'),
(3887, 586, '_sidebar_image_2', 'field_55c882236c443'),
(3890, 587, 'lower_text', '
Who are our candidates?
\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
How is it possible to join Amrop database?
\r\nBy sending the CV to the address vilnius@amrop.com.\r\n\r\n Please use Amrop CV template.\r\n\r\nThe CV and all personal data submitted will be treated on a fully confidential basis. Its use will be controlled and strictly limited to designated executives.'),
(3891, 587, '_lower_text', 'field_55c21184b1d71'),
(3892, 587, 'sidebar_image_1', '366'),
(3893, 587, '_sidebar_image_1', 'field_55c881fb6c442'),
(3894, 587, 'sidebar_image_2', '363'),
(3895, 587, '_sidebar_image_2', 'field_55c882236c443'),
(3900, 588, 'lower_text', '
Who are our candidates?
\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
How is it possible to join Amrop database?
\r\nBy sending the CV to the address vilnius@amrop.com.\r\n\r\n Please use Amrop CV template.\r\n\r\nThe CV and all personal data submitted will be treated on a fully confidential basis. Its use will be controlled and strictly limited to designated executives.'),
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(3904, 588, 'sidebar_image_2', '363'),
(3905, 588, '_sidebar_image_2', 'field_55c882236c443'),
(3911, 589, 'lower_text', '
Kas gali būti mūsų kandidatais?
\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n
Kaip elgiamės kandidatų atžvilgiu?
\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n
Kodėl naudinga tapti mūsų kandidatu?
\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n
Kaip tapti Amrop duomenų bazės kandidatu?
\r\nSiunčiant CV elektroninio pašto adresu: vilnius@amrop.com\r\n\r\nGalima naudoti Amrop CV formą.\r\n\r\nCV ir visi pateikti asmens duomenys bus laikomi visiškai konfidencialiai. Pateiktos informacijos naudojimas bus griežtai ribojamas.'),
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(3914, 589, '_sidebar_image_1', 'field_55c881fb6c442'),
(3915, 589, 'sidebar_image_2', '368'),
(3916, 589, '_sidebar_image_2', 'field_55c882236c443'),
(3921, 591, '_lower_text', 'field_55c21184b1d71'),
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(3923, 591, '_sidebar_image_1', 'field_55c881fb6c442'),
(3924, 591, 'sidebar_image_2', '368'),
(3925, 591, '_sidebar_image_2', 'field_55c882236c443'),
(3930, 592, 'lower_text', '
Who are our candidates?
\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n
How we treat our candidates?
\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n
What is the benefit of being our candidate?
\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n
How is it possible to join Amrop database?
\r\nBy sending the CV to the address vilnius@amrop.com.\r\n\r\n Please use Amrop CV template.\r\n\r\nBy voluntary submitting your personal data you provide your consent to data controller UAB „Executive Search Baltics“ (legal entity code 110895210, address Gedimino pr. 1A-14, Vilnius, Lithuania, tel. +370 5 266 0864, e-mail vilnius@amrop.com) (hereinafter – Amrop) to process and store your personal data for a period of 6 years for the purpose of executive search. Your voluntary submitted and from public sources collected personal data concerning education, professional experience and qualifications shall be processed on the basis of your consent.\r\n\r\nYou have a right to revoke your consent, and other data subject rights – the right to request from Amrop rectification or erasure of personal data or restriction of processing of personal data concerning the data subject or to object to such processing, the right to data portability. Requests and inquires can be addressed to data protection officer, whose contact details are as follows – Mindaugas Valančius, tel. +370 5 266 0864, e-mail: dpo.vilnius@amrop.com. Under applicable data protection laws you also have a right to submit a complaint to the State Data Protection Inspectorate.\r\n\r\nUpon decision of Amrop, your personal data can be transferred to its clients, in respect of which candidates are being considered for a potential role within that clients’ organisation. In case executive search is also performed by other Amrop partnership companies in other countries, your personal data can be transferred to these Amrop companies. Where personal data are transferred to the said persons outside the EU, appropriate safeguards shall be applicable in the course of the transfer, for example, standard contractual clauses.'),
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(4444, 713, '_sidebar_image_1', 'field_55c881fb6c442'),
(4445, 713, 'sidebar_image_2', '363'),
(4446, 713, '_sidebar_image_2', 'field_55c882236c443'),
(4451, 714, '_wp_attached_file', '2015/08/CV-template_Amrop-1.doc'),
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Kas gali būti mūsų kandidatais?
\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n
Kaip elgiamės kandidatų atžvilgiu?
\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n
Kodėl naudinga tapti mūsų kandidatu?
\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n
Kaip tapti Amrop duomenų bazės kandidatu?
\r\nSiunčiant CV elektroninio pašto adresu: vilnius@amrop.com\r\n\r\nGalima naudoti Amrop CV formą.\r\n\r\nSavanoriškai pateikdami savo asmens duomenis Jūs sutinkate, kad šiuos duomenis vadovaujančių darbuotojų paieškų tikslu duomenų valdytojas UAB „Executive Search Baltics“ (juridinio asmens kodas 110895210, adresas Gedimino pr. 1A-14, Vilnius, Lietuva, tel. +370 5 266 0864, el. p. vilnius@amrop.com) (toliau – Amrop) tvarkytų ir saugotų 6 metus. Savanoriškai atsiųsti bei viešai prieinamuose šaltiniuose pateikiami Jūsų asmens duomenys apie išsilavinimą, profesines patirtis ir kvalifikaciją bus tvarkomi Jūsų sutikimo pagrindu.\r\n\r\nJūs turite teisę atšaukti savo sutikimą, taip pat kitas duomenų subjekto teises - prašyti, kad būtų leista susipažinti su Amrop turimais Jūsų asmens duomenimis ir juos ištaisyti arba ištrinti, arba apriboti duomenų tvarkymą jeigu tam būtų pagrindas, arba teisę nesutikti, kad duomenys būtų tvarkomi, taip pat teisę į duomenų perkeliamumą. Duomenų apsaugos pareigūno, kuriam galite adresuoti savo pašymus ir paklausimus, kontaktiniai duomenys – Mindaugas Valančius, tel. +370 5 266 0864, el.paštas dpo.vilnius@amrop.com]. Asmens duomenų apsaugą reglamentuojantys teisės aktai taip pat Jums suteikia teisę pateikti skundą Valstybinei duomenų apsaugos inspekcijai.\r\n\r\nAmrop sprendimu, Jūsų asmens duomenys gali būti perduoti klientams, kurie svarstys kandidatų į vadovaujančius darbuotojus tinkamumą. Jeigu vadovaujančių darbuotojų paiešką vykdytų Amrop partnerystės bendrovės kitose šalyse, Jūsų asmens duomenys gali būti perduoti šioms Amrop bendrovėms. Tuo atveju, jeigu asmens duomenys būtų perduodami minėtiems asmenims už ES ribų, būtų taikomos tinkamos apsaugos priemonės, pavyzdžiui, standartinės duomenų apsaugos sąlygos.'),
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Kas gali būti mūsų kandidatais?
\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n
Kaip elgiamės kandidatų atžvilgiu?
\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n
Kodėl naudinga tapti mūsų kandidatu?
\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n
Kaip tapti Amrop duomenų bazės kandidatu?
\r\nSiunčiant CV elektroninio pašto adresu: vilnius@amrop.com\r\n\r\nGalima naudoti Amrop CV formą.\r\n\r\nSavanoriškai pateikdami savo asmens duomenis Jūs sutinkate, kad šiuos duomenis vadovaujančių darbuotojų paieškų tikslu duomenų valdytojas UAB „Executive Search Baltics“ (juridinio asmens kodas 110895210, adresas Gedimino pr. 1A-14, Vilnius, Lietuva, tel. +370 5 266 0864, el. p. vilnius@amrop.com) (toliau – Amrop) tvarkytų ir saugotų 6 metus. Savanoriškai atsiųsti bei viešai prieinamuose šaltiniuose pateikiami Jūsų asmens duomenys apie išsilavinimą, profesines patirtis ir kvalifikaciją bus tvarkomi Jūsų sutikimo pagrindu.\r\n\r\nJūs turite teisę atšaukti savo sutikimą, taip pat kitas duomenų subjekto teises - prašyti, kad būtų leista susipažinti su Amrop turimais Jūsų asmens duomenimis ir juos ištaisyti arba ištrinti, arba apriboti duomenų tvarkymą jeigu tam būtų pagrindas, arba teisę nesutikti, kad duomenys būtų tvarkomi, taip pat teisę į duomenų perkeliamumą. Duomenų apsaugos pareigūno, kuriam galite adresuoti savo pašymus ir paklausimus, kontaktiniai duomenys – Mindaugas Valančius, tel. +370 5 266 0864, el.paštas dpo.vilnius@amrop.com]. Asmens duomenų apsaugą reglamentuojantys teisės aktai taip pat Jums suteikia teisę pateikti skundą Valstybinei duomenų apsaugos inspekcijai.\r\n\r\nAmrop sprendimu, Jūsų asmens duomenys gali būti perduoti klientams, kurie svarstys kandidatų į vadovaujančius darbuotojus tinkamumą. Jeigu vadovaujančių darbuotojų paiešką vykdytų Amrop partnerystės bendrovės kitose šalyse, Jūsų asmens duomenys gali būti perduoti šioms Amrop bendrovėms. Tuo atveju, jeigu asmens duomenys būtų perduodami minėtiems asmenims už ES ribų, būtų taikomos tinkamos apsaugos priemonės, pavyzdžiui, standartinės duomenų apsaugos sąlygos.'),
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Kas gali būti mūsų kandidatais?
\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n
Kaip elgiamės kandidatų atžvilgiu?
\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n
Kodėl naudinga tapti mūsų kandidatu?
\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n
Management Assessment is a proven tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market.
Management Assessment is a proven tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market.
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Nunc pretium sed arcu non pellentesque.
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Lorem ipsum dolor sit amet, consectetur adipiscing elit. In condimentum ac tortor vestibulum posuere. Donec nec semper libero. Etiam libero metus, semper et dignissim vel, iaculis non ipsum.\r\n
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Management Assessment is a proven tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market.
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Management Assessment is a proven tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market.
Lorem ipsum dolor sit amet, consectetur adipiscing elit. In condimentum ac tortor vestibulum posuere. Donec nec semper libero. Etiam libero metus, semper et dignissim vel, iaculis non ipsum.\r\n
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Lorem ipsum dolor sit amet, consectetur adipiscing elit. Nunc pretium sed arcu non pellentesque.
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(232, 1, '2015-08-25 14:28:47', '2015-08-25 14:28:47', 'Konteksto žinojimu pagrįsta vadovų paieška padedame mūsų klientams surasti ateities lyderius – sėkmingiausius talentus, sugebančius dirbti skirtingose pasaulio rinkose.', 'Vadovų paieška', '', 'inherit', 'closed', 'closed', '', '78-revision-v1', '', '', '2015-08-25 14:28:47', '2015-08-25 14:28:47', '', 78, 'http://iconcept.lv/amrop.lt/news/78-revision-v1', 0, 'revision', '', 0),
(79, 1, '2015-08-10 11:16:57', '2015-08-10 11:16:57', 'Šių dienų žmogiškojo kapitalo resursų bei vadovų kaitos kompanijos viduje situaciją Lietuvoje galima būtų apibūdinti kaip nuolat besikeičiančią, dideliu pagreičiu judančią į priekį. Bendrovės Lietuvoje susiduria su sunkumais, kuriuos sukelia visuotinai egzistuojanti didelės vadovų kaitos tendencija.', 'Komanda', '', 'publish', 'open', 'open', '', 'komanda', '', '', '2020-06-12 08:33:53', '2020-06-12 08:33:53', '', 0, 'http://iconcept.lv/amrop.lt/?page_id=79', 9, 'page', '', 0),
(80, 1, '2015-08-10 11:17:11', '2015-08-10 11:17:11', 'Audrius Šošas yra Amrop Vilniaus biuro Partneris. Prieš prisijungiant prie Amrop komandos, jis įgyjo daugiau nei 12 metų patirties versle, didžiąją šio laiko dalį - aukščiausio lygio vadovaujančiose pozicijose farmacijos/medicinos sektoriuje. Savo karjeroje Audrius įgyjo svarios patirties kompanijų susijungimo bei įsigyjimo procesų valdyme. Audrius pradėjo verslo karjerą Johnson & Johnson kompanijos atstovu Lietuvoje, 1993-iaisiais. Vėliau jis dirbo pardavimų direktoriaus, generalinio direktoriaus ir viceprezidento pareigose pirmaujančiose vaistų prekybos kompanijose AB Farmacija ir Tamro. Prieš pradėdamas veiklą Amrop, Audrius dirbo generaliniu direktoriumi vaistų gamybos kompanijoje Sanitas.\r\n\r\nAudriaus vadovų paieškos patirtis apima platų verslo sričių bei funkcijų spektrą. Jis sukaupė išskirtinės kompetencijos dirbdamas su paieškos projektais farmacijos/medicinos, technologijų ir medijos, pramonės, plataus vartojimo prekių ir mažmeninės prekybos, telekomunikacijų bei finansinių paslaugų srityse.\r\n\r\nAudrius baigė Kauno medicinos universiteto medicinos gydytojo chirurgo studijas. Jis taip pat baigė mokslus Somerville pardavimų ir rinkodaros mokykloje (New Jersey, JAV). Jis laisvai kalba lietuvių, anglų, lenkų ir rusų kalbomis.\r\n\r\nIlgus metus Audrius aktyviai dalyvauja automobilių sporte kaip profesionalus šturmanas. Penkerius metus Audrius dalyvavo pasaulio ralio čempionate ir yra daugkartinis Lietuvos Čempionas ir Latvijos Vicečempionas. Be to, jis labai mėgsta keliauti.', 'Audrius Šošas', '', 'publish', 'open', 'open', '', 'audrius-sosas', '', '', '2016-09-28 09:33:50', '2016-09-28 09:33:50', '', 79, 'http://iconcept.lv/amrop.lt/?page_id=80', 1, 'page', '', 0),
(81, 1, '2015-08-10 11:17:55', '2015-08-10 11:17:55', '', 'Kandidatai', '', 'publish', 'open', 'open', '', 'kandidatai', '', '', '2019-02-11 14:52:33', '2019-02-11 14:52:33', '', 0, 'http://iconcept.lv/amrop.lt/?page_id=81', 12, 'page', '', 0),
(468, 1, '2015-12-02 12:51:21', '2015-12-02 12:51:21', '', 'Kandidatai', '', 'inherit', 'closed', 'closed', '', '81-revision-v1', '', '', '2015-12-02 12:51:21', '2015-12-02 12:51:21', '', 81, 'http://www.amrop.lt/news/81-revision-v1', 0, 'revision', '', 0),
(82, 1, '2015-08-10 11:18:01', '2015-08-10 11:18:01', 'Susisiekite su mumis pateikta kontaktine informacija arba atsiųskite mums žinutę žemiau esančia kontakto forma.', 'Kontaktai', '', 'publish', 'open', 'open', '', 'kontaktai', '', '', '2016-09-28 09:30:19', '2016-09-28 09:30:19', '', 0, 'http://iconcept.lv/amrop.lt/?page_id=82', 14, 'page', '', 0),
(84, 1, '2015-08-10 11:15:52', '2015-08-10 11:15:52', '', 'Vadības novērtēšana', '', 'inherit', 'open', 'open', '', '77-revision-v1', '', '', '2015-08-10 11:15:52', '2015-08-10 11:15:52', '', 77, 'http://iconcept.lv/amrop.lt/news/77-revision-v1', 0, 'revision', '', 0),
(85, 1, '2015-08-10 11:16:50', '2015-08-10 11:16:50', '', 'Vadītāju meklēšana', '', 'inherit', 'open', 'open', '', '78-revision-v1', '', '', '2015-08-10 11:16:50', '2015-08-10 11:16:50', '', 78, 'http://iconcept.lv/amrop.lt/news/78-revision-v1', 0, 'revision', '', 0),
(86, 1, '2015-08-10 11:16:57', '2015-08-10 11:16:57', '', 'Komanda', '', 'inherit', 'open', 'open', '', '79-revision-v1', '', '', '2015-08-10 11:16:57', '2015-08-10 11:16:57', '', 79, 'http://iconcept.lv/amrop.lt/news/79-revision-v1', 0, 'revision', '', 0),
(87, 1, '2015-08-10 11:17:11', '2015-08-10 11:17:11', '', 'Vārds Uzvārds', '', 'inherit', 'open', 'open', '', '80-revision-v1', '', '', '2015-08-10 11:17:11', '2015-08-10 11:17:11', '', 80, 'http://iconcept.lv/amrop.lt/news/80-revision-v1', 0, 'revision', '', 0),
(88, 1, '2015-08-10 11:17:55', '2015-08-10 11:17:55', '', 'Kandidātiem', '', 'inherit', 'open', 'open', '', '81-revision-v1', '', '', '2015-08-10 11:17:55', '2015-08-10 11:17:55', '', 81, 'http://iconcept.lv/amrop.lt/news/81-revision-v1', 0, 'revision', '', 0),
(89, 1, '2015-08-10 11:18:01', '2015-08-10 11:18:01', '', 'Kontakti', '', 'inherit', 'open', 'open', '', '82-revision-v1', '', '', '2015-08-10 11:18:01', '2015-08-10 11:18:01', '', 82, 'http://iconcept.lv/amrop.lt/news/82-revision-v1', 0, 'revision', '', 0),
(90, 1, '2015-08-10 11:19:39', '2015-08-10 11:19:39', ' ', '', '', 'publish', 'open', 'closed', '', '90', '', '', '2020-10-06 12:54:48', '2020-10-06 12:54:48', '', 0, 'http://iconcept.lv/amrop.lt/?p=90', 15, 'nav_menu_item', '', 0),
(91, 1, '2015-08-10 11:19:39', '2015-08-10 11:19:39', ' ', '', '', 'publish', 'open', 'closed', '', '91', '', '', '2020-10-06 12:54:48', '2020-10-06 12:54:48', '', 0, 'http://iconcept.lv/amrop.lt/?p=91', 14, 'nav_menu_item', '', 0),
(92, 1, '2015-08-10 11:19:39', '2015-08-10 11:19:39', ' ', '', '', 'publish', 'open', 'closed', '', '92', '', '', '2020-10-06 12:54:48', '2020-10-06 12:54:48', '', 0, 'http://iconcept.lv/amrop.lt/?p=92', 10, 'nav_menu_item', '', 0),
(528, 2, '2016-09-22 12:35:13', '2016-09-22 12:35:13', '', 'Board Evaluation', '', 'inherit', 'closed', 'closed', '', '440-autosave-v1', '', '', '2016-09-22 12:35:13', '2016-09-22 12:35:13', '', 440, 'http://www.amrop.lt/news/440-autosave-v1', 0, 'revision', '', 0),
(531, 2, '2016-09-22 12:40:21', '2016-09-22 12:40:21', 'The war for leadership talent, combined with pressure on executive compensation packages, is a challenging mix for hiring organizations. Meanwhile, cases of reckless risk-taking driven by dysfunctional motivation have damaged the reputation of many top managers and the organizations they lead. This kind of risk-taking has led to a re-thinking of executive compensation. Could we see these phenomena as an opportunity to unleash the potential of non-financial motivation?', 'Low Costs, High Stakes', '', 'inherit', 'closed', 'closed', '', '452-revision-v1', '', '', '2016-09-22 12:40:21', '2016-09-22 12:40:21', '', 452, 'http://www.amrop.lt/news/452-revision-v1', 0, 'revision', '', 0),
(94, 1, '2015-08-10 11:19:39', '2015-08-10 11:19:39', ' ', '', '', 'publish', 'open', 'closed', '', '94', '', '', '2020-06-12 08:35:36', '2020-06-12 08:35:36', '', 74, 'http://iconcept.lv/amrop.lt/?p=94', 7, 'nav_menu_item', '', 0),
(95, 1, '2015-08-10 11:19:39', '2015-08-10 11:19:39', ' ', '', '', 'publish', 'open', 'closed', '', '95', '', '', '2020-06-12 08:35:36', '2020-06-12 08:35:36', '', 74, 'http://iconcept.lv/amrop.lt/?p=95', 8, 'nav_menu_item', '', 0),
(108, 1, '2015-08-12 08:26:26', '2015-08-12 08:26:26', ' ', '', '', 'publish', 'open', 'closed', '', '108', '', '', '2020-06-12 08:35:19', '2020-06-12 08:35:19', '', 0, 'http://iconcept.lv/amrop.lt/?p=108', 1, 'nav_menu_item', '', 0),
(98, 1, '2015-08-10 11:20:38', '2015-08-10 11:20:38', '', 'Estija', '', 'publish', 'open', 'closed', '', 'igaunija', '', '', '2020-06-12 08:35:36', '2020-06-12 08:35:36', '', 0, 'http://iconcept.lv/amrop.lt/?p=98', 3, 'nav_menu_item', '', 0),
(99, 1, '2015-08-10 11:20:38', '2015-08-10 11:20:38', '', 'Latvija', '', 'publish', 'open', 'closed', '', 'latvija', '', '', '2020-06-12 08:35:36', '2020-06-12 08:35:36', '', 0, 'http://iconcept.lv/amrop.lt/?p=99', 4, 'nav_menu_item', '', 0),
(101, 1, '2015-08-10 11:20:38', '2015-08-10 11:20:38', '', 'Globalus', '', 'publish', 'open', 'closed', '', 'globali', '', '', '2020-06-12 08:35:36', '2020-06-12 08:35:36', '', 0, 'http://iconcept.lv/amrop.lt/?p=101', 5, 'nav_menu_item', '', 0),
(102, 1, '2015-08-12 08:24:23', '2015-08-12 08:24:23', 'Amrop is a Context Driven Global Executive Search network. We help our clients build their businesses by finding ‘Leaders For What’s Next’ – top talent adept at working across borders, in markets around the world.', 'About us', '', 'publish', 'open', 'open', '', 'about-us', '', '', '2016-09-27 07:55:58', '2016-09-27 07:55:58', '', 0, 'http://iconcept.lv/amrop.lt/?page_id=102', 1, 'page', '', 0),
(103, 1, '2015-08-12 08:24:23', '2015-08-12 08:24:23', '', 'About Amrop', '', 'inherit', 'open', 'open', '', '102-revision-v1', '', '', '2015-08-12 08:24:23', '2015-08-12 08:24:23', '', 102, 'http://iconcept.lv/amrop.lt/news/102-revision-v1', 0, 'revision', '', 0),
(104, 1, '2015-08-12 08:24:39', '2015-08-12 08:24:39', 'Amrop yra pasaulinis vadovų paieškos tinklas pagrįstas konteksto žinojimu. Mes padedame savo klientams kurti jų verslą surasdami ateities lyderius – sėkmingiausius talentus gebančius dirbti skirtingose pasaulio rinkose.', 'Apie mus', '', 'publish', 'open', 'open', '', 'apie-mus', '', '', '2016-09-27 07:55:58', '2016-09-27 07:55:58', '', 0, 'http://iconcept.lv/amrop.lt/?page_id=104', 2, 'page', '', 0),
(229, 1, '2015-08-25 14:18:15', '2015-08-25 14:18:15', 'Amrop yra pasaulinis vadovų paieškos tinklas pagrįstas konteksto žinojimu. Mes padedame savo klientams kurti jų verslą surasdami ateities lyderius – sėkmingiausius talentus gebančius dirbti skirtingose pasaulio rinkose.', 'Apie Amrop', '', 'inherit', 'closed', 'closed', '', '104-revision-v1', '', '', '2015-08-25 14:18:15', '2015-08-25 14:18:15', '', 104, 'http://iconcept.lv/amrop.lt/news/104-revision-v1', 0, 'revision', '', 0),
(105, 1, '2015-08-12 08:24:39', '2015-08-12 08:24:39', '', 'Par Amrop', '', 'inherit', 'open', 'open', '', '104-revision-v1', '', '', '2015-08-12 08:24:39', '2015-08-12 08:24:39', '', 104, 'http://iconcept.lv/amrop.lt/news/104-revision-v1', 0, 'revision', '', 0),
(325, 1, '2015-09-17 11:00:16', '2015-09-17 11:00:16', '', 'Lietuva', '', 'publish', 'closed', 'closed', '', 'lietuva', '', '', '2020-06-12 08:35:36', '2020-06-12 08:35:36', '', 0, 'http://iconcept.lv/amrop.lt/?p=325', 2, 'nav_menu_item', '', 0),
(107, 1, '2015-08-12 08:25:37', '2015-08-12 08:25:37', ' ', '', '', 'publish', 'open', 'closed', '', '107', '', '', '2020-06-12 08:35:36', '2020-06-12 08:35:36', '', 0, 'http://iconcept.lv/amrop.lt/?p=107', 1, 'nav_menu_item', '', 0),
(109, 1, '2015-08-12 08:30:15', '2015-08-12 08:30:15', 'Our Context Driven approach to executive search helps our clients find ‘Leaders For What’s Next’ - top talent, adept at working across borders in markets around the world.', 'Executive search', '', 'inherit', 'open', 'open', '', '25-revision-v1', '', '', '2015-08-12 08:30:15', '2015-08-12 08:30:15', '', 25, 'http://iconcept.lv/amrop.lt/news/25-revision-v1', 0, 'revision', '', 0),
(111, 1, '2015-08-12 08:35:23', '2015-08-12 08:35:23', 'Our Context Driven approach to executive search helps our clients find ‘Leaders For What’s Next’ - top talent, adept at working across borders in markets around the world.', 'Executive search', '', 'inherit', 'open', 'open', '', '25-revision-v1', '', '', '2015-08-12 08:35:23', '2015-08-12 08:35:23', '', 25, 'http://iconcept.lv/amrop.lt/news/25-revision-v1', 0, 'revision', '', 0),
(112, 1, '2015-08-12 08:37:33', '2015-08-12 08:37:33', 'Our Context Driven approach to executive search helps our clients find ‘Leaders For What’s Next’ - top talent, adept at working across borders in markets around the world.\r\n\r\n \r\n\r\nasd', 'Executive search', '', 'inherit', 'open', 'open', '', '25-autosave-v1', '', '', '2015-08-12 08:37:33', '2015-08-12 08:37:33', '', 25, 'http://iconcept.lv/amrop.lt/news/25-autosave-v1', 0, 'revision', '', 0),
(110, 1, '2015-08-12 08:35:07', '2015-08-12 08:35:07', 'Amrop researchers and consultants assess market availability, use comparative benchmarking and find candidates who not only have the required experience and expertise but are the correct cultural fit with the organisation . A senior Amrop partner is involved in every search assignment until its successful completion.\r\n\r\nTo ensure the effectiveness of multi-country and international search assignments, Amrop leverages the strength of its global network. Typically, a project team comprises consultants from countries where the search is being conducted and who understand both the local and global context in which the search will take place. Consultants with specific industry expertise are also involved. Multi-country assignments are coordinated by a lead consultant who acts as the primary interface with the client.', 'Executive search', '', 'inherit', 'open', 'open', '', '25-revision-v1', '', '', '2015-08-12 08:35:07', '2015-08-12 08:35:07', '', 25, 'http://iconcept.lv/amrop.lt/news/25-revision-v1', 0, 'revision', '', 0),
(114, 1, '2015-08-12 08:38:04', '2015-08-12 08:38:04', 'Our Context Driven approach to executive search helps our clients find ‘Leaders For What’s Next’ - top talent, adept at working across borders in markets around the world.', 'Executive search', '', 'inherit', 'open', 'open', '', '25-revision-v1', '', '', '2015-08-12 08:38:04', '2015-08-12 08:38:04', '', 25, 'http://iconcept.lv/amrop.lt/news/25-revision-v1', 0, 'revision', '', 0),
(113, 1, '2015-08-12 08:37:39', '2015-08-12 08:37:39', 'Our Context Driven approach to executive search helps our clients find ‘Leaders For What’s Next’ - top talent, adept at working across borders in markets around the world.\r\n\r\n \r\n\r\nasd', 'Executive search', '', 'inherit', 'open', 'open', '', '25-revision-v1', '', '', '2015-08-12 08:37:39', '2015-08-12 08:37:39', '', 25, 'http://iconcept.lv/amrop.lt/news/25-revision-v1', 0, 'revision', '', 0),
(115, 1, '2015-08-12 08:51:21', '2015-08-12 08:51:21', 'Our Context Driven approach to executive search helps our clients find ‘Leaders For What’s Next’ - top talent, adept at working across borders in markets around the world.', 'Executive search', '', 'inherit', 'open', 'open', '', '25-revision-v1', '', '', '2015-08-12 08:51:21', '2015-08-12 08:51:21', '', 25, 'http://iconcept.lv/amrop.lt/news/25-revision-v1', 0, 'revision', '', 0),
(116, 1, '2015-08-12 09:46:06', '2015-08-12 09:46:06', 'Management Assessment is a proven tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market.', 'Leadership assessment', '', 'inherit', 'open', 'open', '', '27-revision-v1', '', '', '2015-08-12 09:46:06', '2015-08-12 09:46:06', '', 27, 'http://iconcept.lv/amrop.lt/news/27-revision-v1', 0, 'revision', '', 0),
(117, 1, '2015-08-25 14:30:10', '2015-08-25 14:30:10', 'Personāla novērtēšana ir visaptveroša un īpaši klienta situācijas vajadzībām pielāgota novērtēšanas metodoloģija, kuras rezultātā tiek izvērtētas augstākā un vidējā līmeņa vadītāju vadības spējas, kā arī salīdzināta uzņēmuma pašreizējā vadības komanda attiecībā pret citiem uzņēmumu vadītājiem konkrētajā nozarē.', 'Vadovų vertinimas', '', 'inherit', 'open', 'open', '', '77-autosave-v1', '', '', '2015-08-25 14:30:10', '2015-08-25 14:30:10', '', 77, 'http://iconcept.lv/amrop.lt/news/77-autosave-v1', 0, 'revision', '', 0),
(118, 1, '2015-08-12 09:49:19', '2015-08-12 09:49:19', 'Personāla novērtēšana ir visaptveroša un īpaši klienta situācijas vajadzībām pielāgota novērtēšanas metodoloģija, kuras rezultātā tiek izvērtētas augstākā un vidējā līmeņa vadītāju vadības spējas, kā arī salīdzināta uzņēmuma pašreizējā vadības komanda attiecībā pret citiem uzņēmumu vadītājiem konkrētajā nozarē.', 'Personāla novērtēšana', '', 'inherit', 'open', 'open', '', '77-revision-v1', '', '', '2015-08-12 09:49:19', '2015-08-12 09:49:19', '', 77, 'http://iconcept.lv/amrop.lt/news/77-revision-v1', 0, 'revision', '', 0),
(119, 1, '2015-08-25 14:28:33', '2015-08-25 14:28:33', 'Konteksto žinojimu pagrįsta vadovų paieška padedame mūsų klientams surasti ateities lyderius – sėkmingiausius talentus, sugebančius dirbti skirtingose pasaulio rinkose.', 'Vadovų paieška', '', 'inherit', 'open', 'open', '', '78-autosave-v1', '', '', '2015-08-25 14:28:33', '2015-08-25 14:28:33', '', 78, 'http://iconcept.lv/amrop.lt/news/78-autosave-v1', 0, 'revision', '', 0),
(120, 1, '2015-08-12 09:54:21', '2015-08-12 09:54:21', 'Mūsu uz Kontekstu balstītā pieeja augstākā līmeņa personāla atlasei mūsu klientiem palīdz atrast “līderus nākotnes prasībām\" (‘Leaders For What’s Next’) – labākos profesionāļus un savas jomas ekspertus no jebkuras vietas pasaulē.', 'Personāla atlase', '', 'inherit', 'open', 'open', '', '78-revision-v1', '', '', '2015-08-12 09:54:21', '2015-08-12 09:54:21', '', 78, 'http://iconcept.lv/amrop.lt/news/78-revision-v1', 0, 'revision', '', 0),
(121, 1, '2015-08-12 09:57:20', '2015-08-12 09:57:20', '', 'Kontakti', '', 'inherit', 'open', 'open', '', '82-revision-v1', '', '', '2015-08-12 09:57:20', '2015-08-12 09:57:20', '', 82, 'http://iconcept.lv/amrop.lt/news/82-revision-v1', 0, 'revision', '', 0),
(122, 1, '2015-08-12 09:58:59', '2015-08-12 09:58:59', 'Lorem ipsum dolor sit amet, consectetur adipiscing elit. In condimentum ac tortor vestibulum posuere. Donec nec semper libero. Etiam libero metus, semper et dignissim vel, iaculis non ipsum.', 'Contact', '', 'inherit', 'open', 'open', '', '11-revision-v1', '', '', '2015-08-12 09:58:59', '2015-08-12 09:58:59', '', 11, 'http://iconcept.lv/amrop.lt/news/11-revision-v1', 0, 'revision', '', 0),
(123, 1, '2015-08-12 10:00:08', '2015-08-12 10:00:08', 'Lorem ipsum dolor sit amet, consectetur adipiscing elit. In condimentum ac tortor vestibulum posuere. Donec nec semper libero. Etiam libero metus, semper et dignissim vel, iaculis non ipsum.', 'Kontakti', '', 'inherit', 'open', 'open', '', '82-revision-v1', '', '', '2015-08-12 10:00:08', '2015-08-12 10:00:08', '', 82, 'http://iconcept.lv/amrop.lt/news/82-revision-v1', 0, 'revision', '', 0),
(124, 1, '2015-08-12 10:03:05', '2015-08-12 10:03:05', 'Lorem ipsum dolor sit amet, consectetur adipiscing elit. In condimentum ac tortor vestibulum posuere. Donec nec semper libero. Etiam libero metus, semper et dignissim vel, iaculis non ipsum.', 'Contact', '', 'inherit', 'open', 'open', '', '11-revision-v1', '', '', '2015-08-12 10:03:05', '2015-08-12 10:03:05', '', 11, 'http://iconcept.lv/amrop.lt/news/11-revision-v1', 0, 'revision', '', 0),
(125, 1, '2015-08-12 10:03:35', '2015-08-12 10:03:35', 'Lorem ipsum dolor sit amet, consectetur adipiscing elit. In condimentum ac tortor vestibulum posuere. Donec nec semper libero. Etiam libero metus, semper et dignissim vel, iaculis non ipsum.', 'Kontakti', '', 'inherit', 'open', 'open', '', '82-revision-v1', '', '', '2015-08-12 10:03:35', '2015-08-12 10:03:35', '', 82, 'http://iconcept.lv/amrop.lt/news/82-revision-v1', 0, 'revision', '', 0),
(126, 1, '2015-08-25 15:15:57', '2015-08-25 15:15:57', 'Amrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.', 'Kandidātiem', '', 'inherit', 'open', 'open', '', '81-autosave-v1', '', '', '2015-08-25 15:15:57', '2015-08-25 15:15:57', '', 81, 'http://iconcept.lv/amrop.lt/news/81-autosave-v1', 0, 'revision', '', 0),
(127, 1, '2015-08-12 10:11:55', '2015-08-12 10:11:55', 'Mūsu kandidāti ir augstākā līmeņa vadītāji, vidējā līmeņa vadītāji un labākie speciālisti savā nozarē.', 'Kandidātiem', '', 'inherit', 'open', 'open', '', '81-revision-v1', '', '', '2015-08-12 10:11:55', '2015-08-12 10:11:55', '', 81, 'http://iconcept.lv/amrop.lt/news/81-revision-v1', 0, 'revision', '', 0),
(128, 1, '2015-08-12 10:13:59', '2015-08-12 10:13:59', 'Our candidates are top executives, mid-level managers and top specialists.', 'For Candidates', '', 'inherit', 'open', 'open', '', '14-autosave-v1', '', '', '2015-08-12 10:13:59', '2015-08-12 10:13:59', '', 14, 'http://iconcept.lv/amrop.lt/news/14-autosave-v1', 0, 'revision', '', 0),
(129, 1, '2015-08-12 11:01:00', '2015-08-12 11:01:00', 'Our candidates are top executives, mid-level managers and top specialists.', 'For Candidates', '', 'inherit', 'open', 'open', '', '14-revision-v1', '', '', '2015-08-12 11:01:00', '2015-08-12 11:01:00', '', 14, 'http://iconcept.lv/amrop.lt/news/14-revision-v1', 0, 'revision', '', 0),
(130, 1, '2015-08-12 11:06:00', '2015-08-12 11:06:00', 'Being part of European Union, Baltic companies are forced to compete in global arena. Baltic’s joining EU is encouraging a bigger inflow of foreign investment, more mergers and acquisitions, more new companies established, with a consequent need for good key people. The consolidation of many sectors and the impact of new-economy businesses have created a marketplace of extraordinary change and fluidity. The economical growth has provided companies with revenue and resources to expand, but at the same time, it bolstered expectations of owners, investors and corporate boards.', 'Team', '', 'inherit', 'open', 'open', '', '9-autosave-v1', '', '', '2015-08-12 11:06:00', '2015-08-12 11:06:00', '', 9, 'http://iconcept.lv/amrop.lt/news/9-autosave-v1', 0, 'revision', '', 0),
(131, 1, '2015-08-12 11:06:39', '2015-08-12 11:06:39', 'Being part of European Union, Baltic companies are forced to compete in global arena. Baltic’s joining EU is encouraging a bigger inflow of foreign investment, more mergers and acquisitions, more new companies established, with a consequent need for good key people.', 'Team', '', 'inherit', 'open', 'open', '', '9-revision-v1', '', '', '2015-08-12 11:06:39', '2015-08-12 11:06:39', '', 9, 'http://iconcept.lv/amrop.lt/news/9-revision-v1', 0, 'revision', '', 0),
(132, 1, '2015-08-12 11:06:58', '2015-08-12 11:06:58', 'Being part of European Union, Baltic companies are forced to compete in global arena. Baltic’s joining EU is encouraging a bigger inflow of foreign investment, more mergers and acquisitions, more new companies established, with a consequent need for good key people.', 'Team', '', 'inherit', 'open', 'open', '', '9-revision-v1', '', '', '2015-08-12 11:06:58', '2015-08-12 11:06:58', '', 9, 'http://iconcept.lv/amrop.lt/news/9-revision-v1', 0, 'revision', '', 0),
(133, 1, '2015-08-12 11:29:30', '2015-08-12 11:29:30', 'Kā daļa no Eiropas Savienības, Baltijas uzņēmumi ir spiesti izcīnīt savu vietu globālajā arēnā. Baltijas pievienošanās Eiropas Savienībai ir sekmējusi lielāku ārvalstu investīciju ieplūšanu, vairāku uzņēmumu apvienošanos un pārņemšanu.', 'Komanda', '', 'inherit', 'open', 'open', '', '79-revision-v1', '', '', '2015-08-12 11:29:30', '2015-08-12 11:29:30', '', 79, 'http://iconcept.lv/amrop.lt/news/79-revision-v1', 0, 'revision', '', 0),
(134, 1, '2015-08-12 11:32:02', '2015-08-12 11:32:02', 'Amrop is a Context Driven Global Executive Search network. We help our clients build their businesses by finding ‘Leaders For What’s Next’ – top talent adept at working across borders, in markets around the world.', 'About Amrop', '', 'inherit', 'open', 'open', '', '102-revision-v1', '', '', '2015-08-12 11:32:02', '2015-08-12 11:32:02', '', 102, 'http://iconcept.lv/amrop.lt/news/102-revision-v1', 0, 'revision', '', 0),
(135, 1, '2015-08-12 11:33:13', '2015-08-12 11:33:13', 'Amrop ir starptautisks augstākā līmeņa personāla atlases tīkls. Mūsu risinājumi ir padziļinātas biznesa konteksta izpratnes rezultāts. Mums ir 86 biroji 57 pasaules valstīs. Uzkrātā pieredze Baltijas tirgū kopš 1993. gada ļauj mums atrast “līderus nākotnes prasībām\" (‘Leaders For What’s Next’)- un palīdzēt mūsu klientiem izvēlēties labākos no labākajiem.', 'Par Amrop', '', 'inherit', 'open', 'open', '', '104-revision-v1', '', '', '2015-08-12 11:33:13', '2015-08-12 11:33:13', '', 104, 'http://iconcept.lv/amrop.lt/news/104-revision-v1', 0, 'revision', '', 0),
(142, 1, '2015-08-12 11:44:16', '2015-08-12 11:44:16', '', 'amrop_-_leadership_assessment_post_ma 1', '', 'inherit', 'open', 'open', '', 'amrop_-_leadership_assessment_post_ma-1', '', '', '2015-08-12 11:44:16', '2015-08-12 11:44:16', '', 0, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/amrop_-_leadership_assessment_post_ma-1.pdf', 0, 'attachment', 'application/pdf', 0),
(519, 2, '2016-09-22 10:29:28', '2016-09-22 10:29:28', ' \r\n\r\nJust as a well-run organization has a guiding Mission, so do managers with good Personal Governance. This ‘Life Plan’ is an ongoing project, far-reaching and carefully orchestrated. It serves as a common thread, a ‘leitmotiv’, to guide, motivate and inspire executives through uncertainty and change, success and opportunity. As a personal, core Mission, its translation into action needs regular monitoring.', 'Personal Governance II', '', 'publish', 'open', 'open', '', 'personal-governance-ii', '', '', '2016-09-23 08:31:46', '2016-09-23 08:31:46', '', 0, 'http://www.amrop.lt/?p=519', 0, 'post', '', 0),
(520, 2, '2016-09-22 10:29:28', '2016-09-22 10:29:28', 'Personal Governance 2: Life Plan and Goals', 'Personal Governance II', '', 'inherit', 'closed', 'closed', '', '519-revision-v1', '', '', '2016-09-22 10:29:28', '2016-09-22 10:29:28', '', 519, 'http://www.amrop.lt/news/519-revision-v1', 0, 'revision', '', 0);
INSERT INTO `amrp_lt_posts` (`ID`, `post_author`, `post_date`, `post_date_gmt`, `post_content`, `post_title`, `post_excerpt`, `post_status`, `comment_status`, `ping_status`, `post_password`, `post_name`, `to_ping`, `pinged`, `post_modified`, `post_modified_gmt`, `post_content_filtered`, `post_parent`, `guid`, `menu_order`, `post_type`, `post_mime_type`, `comment_count`) VALUES
(521, 2, '2016-09-22 10:30:23', '2016-09-22 10:30:23', '', 'personal-governance-2', '', 'inherit', 'open', 'closed', '', 'personal-governance-2', '', '', '2016-09-22 10:30:23', '2016-09-22 10:30:23', '', 519, 'http://www.amrop.lt/wp-content/uploads/2016/09/Personal-Governance-2.png', 0, 'attachment', 'image/png', 0),
(522, 2, '2016-09-22 10:31:39', '2016-09-22 10:31:39', '\n\nJust as a well-run organization has a guiding Mission, so do managers with good Personal Governance. This ‘Life Plan’ is an ongoing project, far-reaching and carefully orchestrated. It serves as a common thread, a ‘leitmotiv’, to guide, motivate and inspire executives through uncertainty and change, success and opportunity. As a personal, core Mission, its translation into action needs regular monitoring.', 'Personal Governance II', '', 'inherit', 'closed', 'closed', '', '519-autosave-v1', '', '', '2016-09-22 10:31:39', '2016-09-22 10:31:39', '', 519, 'http://www.amrop.lt/news/519-autosave-v1', 0, 'revision', '', 0),
(473, 2, '2016-01-15 08:30:19', '2016-01-15 08:30:19', '', '151028_Malo_15_001', '', 'inherit', 'open', 'closed', '', '151028_malo_15_001', '', '', '2016-01-15 08:30:19', '2016-01-15 08:30:19', '', 0, 'http://www.amrop.lt/wp-content/uploads/2016/01/151028_Malo_15_001.png', 0, 'attachment', 'image/png', 0),
(529, 2, '2016-09-22 10:41:42', '2016-09-22 10:41:42', '', 'Board Evalution', '', 'inherit', 'closed', 'closed', '', '440-revision-v1', '', '', '2016-09-22 10:41:42', '2016-09-22 10:41:42', '', 440, 'http://www.amrop.lt/news/440-revision-v1', 0, 'revision', '', 0),
(527, 2, '2016-09-22 10:41:02', '2016-09-22 10:41:02', 'Supervisory and Executive Boards must act in the interests of their shareholders. Not exclusively, but sustainably. How can the owners of a company go about evaluating their highest representatives and their achievements? On what criteria should Boards expect to be evaluated, and self-evaluate?', 'Board Evaluation', '', 'inherit', 'closed', 'closed', '', '440-revision-v1', '', '', '2016-09-22 10:41:02', '2016-09-22 10:41:02', '', 440, 'http://www.amrop.lt/news/440-revision-v1', 0, 'revision', '', 0),
(475, 2, '2016-01-15 08:34:17', '2016-01-15 08:34:17', '', 'BoardEmbracingTechnology', '', 'inherit', 'open', 'closed', '', 'boardembracingtechnology', '', '', '2016-01-15 08:34:17', '2016-01-15 08:34:17', '', 0, 'http://www.amrop.lt/wp-content/uploads/2016/01/BoardEmbracingTechnology.png', 0, 'attachment', 'image/png', 0),
(534, 2, '2016-09-28 06:57:49', '2016-09-28 06:57:49', 'Associate Egle Danileviciute joined Amrop Vilnius office in September of 2016 starting her career in executive search.\r\n\r\nPrior to joining Amrop, Egle pursued her career in marketing, sales and human resources management in leading retail and IT companies in Lithuania, Latvia and Bulgaria. During her international assignments, Egle gained solid knowledge and experience in business development, commercial functions in business to consumer segment and new market benchmarks within retail industry. Working in multinational environment for a number of years, Egle developed her multicultural people management, business acumen, communication, interpersonal savvy skills and competencies, gained valuable experience in all human resources management areas while building organization from scratch to over four hundred employees.\r\n\r\nEgle graduated from Lithuanian University of Educational Sciences with Bachelor’s degree in Social Sciences and Qualification of a Teacher and also studied International Marketing and Trade at International Business School of Vilnius University.\r\n\r\nShe is a certified NLP practitioner and has completed a Coaching Essentials program accredited by International Coach Federation.\r\n\r\nEgle speaks fluent Lithuanian, English, Russian and has basics of Latvian and Bulgarian.\r\n\r\nEgle enjoys travelling, fond of reading psychology literature, snowboarding and skiing, yoga, roller blading. Over a few recent years she is actively engaged in expanding her knowledge and practice in coaching. She is also interested in interior design and events management.', 'Eglė Danilevičiūtė', '', 'draft', 'closed', 'closed', '', 'egle-danileviciute', '', '', '2019-04-23 09:26:47', '2019-04-23 09:26:47', '', 9, 'http://www.amrop.lt/?page_id=534', 4, 'page', '', 0),
(535, 2, '2016-09-26 08:01:10', '2016-09-26 08:01:10', '', 'Eglė Danilevičiūtė', '', 'inherit', 'closed', 'closed', '', '534-revision-v1', '', '', '2016-09-26 08:01:10', '2016-09-26 08:01:10', '', 534, 'http://www.amrop.lt/news/534-revision-v1', 0, 'revision', '', 0),
(623, 2, '2017-09-04 11:07:40', '2017-09-04 11:07:40', '', 'Nominations Cmtee User Guide', '', 'inherit', 'open', 'closed', '', 'nominations-cmtee-user-guide', '', '', '2017-09-04 11:07:40', '2017-09-04 11:07:40', '', 622, 'http://www.amrop.lt/wp-content/uploads/2017/09/Nominations-Cmtee-User-Guide.png', 0, 'attachment', 'image/png', 0),
(537, 2, '2016-09-27 08:09:03', '2016-09-27 08:09:03', 'Konsultantė Eglė Danilevičiūtė prie Amrop komandos Vilniuje prisijungė ir savo karjerą vadovų paieškoje pradėjo 2016-ųjų rugsėjį.\r\n\r\nIki tol savo profesinę karjerą Eglė vystė rinkodaros, pardavimų ir žmogiškųjų išteklių valdymo srityse lyderiaujančiose mažmeninės prekybos ir informacinių technologijų kompanijose Lietuvoje, Latvijoje ir Bulgarijoje. Dirbdama užsienio rinkose, Eglė įgijo vertingų žinių ir patirties verslo vystymo ir komercijos srityse “verslas klientui” (B2C) segmente bei išugdė gebėjimus analizuoti ir vertinti naujas mažmeninės prekybos rinkas. Darbas tarptautinėje verslo aplinkoje padėjo Eglei tobulinti tarpkultūrinius žmogiškojo kapitalo valdymo ir vystymo, komunikacijos ir tarpasmeninius gebėjimus ir kompetencijas bei atvėrė galimybes plačiai suprasti verslą įvairiose rinkose. Vystydama organizaciją nuo jos įkūrimo iki daugiau nei 400 žmonių komandos, Eglė įgavo vertingos patirties visose žmogiškųjų išteklių valdymo srityse.\r\n\r\nEglė baigė Lietuvos Edukologijos Universiteto socialinių mokslų bakalauro studijas bei įgijo Mokytojo kvalifikaciją. Ji taip pat studijavo tarptautinę rinkodarą ir prekybą Vilniaus Universiteto Tarptautinio Verslo Mokykloje.\r\n\r\nEglė yra sertifikuota NLP praktikė ir yra baigusi Tarptautininės Koučingo Federacijos (ICF) Koučingo programą.\r\n\r\nEglė laisvai kalba lietuvių, anglų ir rusų kalbomis, bei turi latvių ir bulgarų kalbų pagrindus.\r\n\r\nLaisvalaikiu Eglė mėgsta keliauti, skaityti psichologinę literatūrą, važinėti riedučiais ir snieglente, slidinėti bei užsiimti joga. Per pastaruosius keletą metų ji aktyviai domisi, mokosi ir praktikuoja koučingą. Ji taip pat domisi interjero dizainu ir renginių organizavimu.', 'Eglė Danilevičiūtė', '', 'draft', 'closed', 'closed', '', 'egle-danileviciute', '', '', '2019-04-23 09:26:02', '2019-04-23 09:26:02', '', 79, 'http://www.amrop.lt/?page_id=537', 4, 'page', '', 0),
(538, 2, '2016-09-26 08:02:38', '2016-09-26 08:02:38', '', 'Eglė Danilevičiūtė', '', 'inherit', 'closed', 'closed', '', '537-revision-v1', '', '', '2016-09-26 08:02:38', '2016-09-26 08:02:38', '', 537, 'http://www.amrop.lt/news/537-revision-v1', 0, 'revision', '', 0),
(479, 2, '2016-01-15 08:42:44', '2016-01-15 08:42:44', 'Audrius Shoshas is a Managing Partner of Amrop, based in Vilnius, Lithuania. Prior to joining Amrop in 2003, he had acquired over 12 years business experience, most of that time in the top management positions in pharmaceutical/ medical sector. During his career Audrius gained significant experience in companies mergers and acquisition field. Audrius started his business career as a Johnson & Johnson company representative in Lithuania in 1993. Later he worked as a Sales Director, General Director and Vice-President in the leading pharmaceutical wholesale companies AB Farmacijaand Tamro. Until joining Amrop, Audrius worked as a General Director in pharmaceutical production company Sanitas.\r\n\r\nAudrius’ search experience encompasses a broad range of industries and functional areas. He has built particular expertise in search assignments in life sciences, technology& media, industry, consumer & retail, telecommunications, financial services industries.\r\n\r\nAudrius graduated Kaunas Medical University with a Medical Doctor-Surgeon degree. He has also graduated Somerville Sales and Marketing School, New Jersey, USA.\r\n\r\nHe is fluent in Lithuanian, English, Polish and Russian.\r\nFor a number of years Audrius has been actively indulged in automobilerally sports as a professional codriver. Audrius has been participating in the World Rally Championship for five years, he has also become the multiple Lithuanian Champion and Latvian Vice-champion. Besides he is fond of travelling.', 'Audrius Šošas', '', 'inherit', 'closed', 'closed', '', '41-revision-v1', '', '', '2016-01-15 08:42:44', '2016-01-15 08:42:44', '', 41, 'http://www.amrop.lt/news/41-revision-v1', 0, 'revision', '', 0),
(329, 1, '2015-09-17 11:08:25', '2015-09-17 11:08:25', 'Assignment Manager Gintare Betaite joined Amrop Vilnius office and started her career in executive search in spring of 2008.\r\n\r\nGintare had pursued her career in international and Lithuanian companies for over 6 years in sales and human resources management, where she mastered the peculiarities of personnel selection and recruitment, sharing various responsibilities and functions, internal communication, project management and services sales to end users and to business clients.\r\n\r\nGintare’s search experience lies within telecommunications, consumer & retail, industry, logistics, construction & real estate industries.\r\n\r\nGintare graduated from Kaunas Technological University with a bachelor degree in public administration, did her internship in a private company in the United States of America and obtained an executive MBA at the International School of Management (ISM). She speaks fluent Lithuanian, English, Russian and has basics of French.\r\n\r\nGintare is fond of travelling, books and outdoor activities.', 'Gintarė Bėtaitė', '', 'inherit', 'closed', 'closed', '', '245-revision-v1', '', '', '2015-09-17 11:08:25', '2015-09-17 11:08:25', '', 245, 'http://iconcept.lv/amrop.lt/news/245-revision-v1', 0, 'revision', '', 0),
(143, 1, '2015-08-12 11:44:18', '2015-08-12 11:44:18', '', 'amrop_-_leadership_assessment_post_ma 2', '', 'inherit', 'open', 'open', '', 'amrop_-_leadership_assessment_post_ma-2', '', '', '2015-08-12 11:44:18', '2015-08-12 11:44:18', '', 0, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/amrop_-_leadership_assessment_post_ma-2.pdf', 0, 'attachment', 'application/pdf', 0),
(498, 2, '2016-02-02 14:36:39', '2016-02-02 14:36:39', 'Senior Consultant Gintare Betaite joined Amrop Vilnius office and started her career in executive search in spring of 2008.\r\n\r\nGintare had pursued her career in international and Lithuanian companies for over 6 years in sales and human resources management, where she mastered the peculiarities of personnel selection and recruitment, sharing various responsibilities and functions, internal communication, project management and services sales to end users and to business clients.\r\n\r\nGintare’s search experience lies within telecommunications, consumer & retail, industry, logistics, construction & real estate industries.\r\n\r\nGintare graduated from Kaunas Technological University with a bachelor degree in public administration, did her internship in a private company in the United States of America and obtained an executive MBA at the International School of Management (ISM). She speaks fluent Lithuanian, English, Russian and has basics of French.\r\n\r\nGintare is fond of travelling, books and outdoor activities.', 'Gintarė Bėtaitė', '', 'inherit', 'closed', 'closed', '', '245-revision-v1', '', '', '2016-02-02 14:36:39', '2016-02-02 14:36:39', '', 245, 'http://www.amrop.lt/news/245-revision-v1', 0, 'revision', '', 0),
(526, 2, '2016-09-22 10:34:25', '2016-09-22 10:34:25', ' \r\n\r\nJust as a well-run organization has a guiding Mission, so do managers with good Personal Governance. This ‘Life Plan’ is an ongoing project, far-reaching and carefully orchestrated. It serves as a common thread, a ‘leitmotiv’, to guide, motivate and inspire executives through uncertainty and change, success and opportunity. As a personal, core Mission, its translation into action needs regular monitoring.', 'Personal Governance II', '', 'inherit', 'closed', 'closed', '', '519-revision-v1', '', '', '2016-09-22 10:34:25', '2016-09-22 10:34:25', '', 519, 'http://www.amrop.lt/news/519-revision-v1', 0, 'revision', '', 0),
(523, 2, '2016-09-22 10:32:02', '2016-09-22 10:32:02', '\r\n\r\nJust as a well-run organization has a guiding Mission, so do managers with good Personal Governance. This ‘Life Plan’ is an ongoing project, far-reaching and carefully orchestrated. It serves as a common thread, a ‘leitmotiv’, to guide, motivate and inspire executives through uncertainty and change, success and opportunity. As a personal, core Mission, its translation into action needs regular monitoring.', 'Personal Governance II', '', 'inherit', 'closed', 'closed', '', '519-revision-v1', '', '', '2016-09-22 10:32:02', '2016-09-22 10:32:02', '', 519, 'http://www.amrop.lt/news/519-revision-v1', 0, 'revision', '', 0),
(146, 1, '2015-08-12 11:48:08', '2015-08-12 11:48:08', '', 'amrop_board_evaluation_criteria_-_130916', '', 'inherit', 'open', 'open', '', 'amrop_board_evaluation_criteria_-_130916', '', '', '2015-08-12 11:48:08', '2015-08-12 11:48:08', '', 0, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/amrop_board_evaluation_criteria_-_130916.pdf', 0, 'attachment', 'application/pdf', 0),
(530, 2, '2016-09-22 12:35:21', '2016-09-22 12:35:21', '', 'Board Evaluation', '', 'inherit', 'closed', 'closed', '', '440-revision-v1', '', '', '2016-09-22 12:35:21', '2016-09-22 12:35:21', '', 440, 'http://www.amrop.lt/news/440-revision-v1', 0, 'revision', '', 0),
(620, 2, '2017-09-04 11:05:50', '2017-09-04 11:05:50', '', 'Amrop TalentTengel', '', 'inherit', 'open', 'closed', '', 'amrop-talenttengel', '', '', '2017-09-04 11:05:50', '2017-09-04 11:05:50', '', 619, 'http://www.amrop.lt/wp-content/uploads/2017/09/Amrop-TalentTengel.png', 0, 'attachment', 'image/png', 0),
(621, 2, '2017-09-04 11:06:07', '2017-09-04 11:06:07', '', 'Sequential Thinking is a Must', '', 'inherit', 'closed', 'closed', '', '619-revision-v1', '', '', '2017-09-04 11:06:07', '2017-09-04 11:06:07', '', 619, 'http://www.amrop.lt/news/619-revision-v1', 0, 'revision', '', 0),
(591, 2, '2017-09-04 08:09:24', '2017-09-04 08:09:24', '', 'Kandidatai', '', 'inherit', 'closed', 'closed', '', '81-revision-v1', '', '', '2017-09-04 08:09:24', '2017-09-04 08:09:24', '', 81, 'http://www.amrop.lt/news/81-revision-v1', 0, 'revision', '', 0),
(592, 2, '2017-09-04 08:11:11', '2017-09-04 08:11:11', '', 'Candidates', '', 'inherit', 'closed', 'closed', '', '14-revision-v1', '', '', '2017-09-04 08:11:11', '2017-09-04 08:11:11', '', 14, 'http://www.amrop.lt/news/14-revision-v1', 0, 'revision', '', 0),
(385, 1, '2015-11-27 14:04:27', '2015-11-27 14:04:27', '', 'Amrop Articles', '', 'publish', 'closed', 'closed', '', 'articles', '', '', '2017-09-04 12:41:49', '2017-09-04 12:41:49', '', 0, 'http://iconcept.lv/amrop.lt/?page_id=385', 3, 'page', '', 0),
(347, 1, '2015-10-15 09:53:44', '2015-10-15 09:53:44', 'Management Assessment is a proven, structured, comprehensive, objective and tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market. It is related to a specific set of criteria, (specific for position, role or managerial level), based on professional and documentable observations and measures.', 'Leadership assessment', '', 'inherit', 'closed', 'closed', '', '27-autosave-v1', '', '', '2015-10-15 09:53:44', '2015-10-15 09:53:44', '', 27, 'http://iconcept.lv/amrop.lt/news/27-autosave-v1', 0, 'revision', '', 0),
(154, 1, '2015-08-12 12:17:59', '2015-08-12 12:17:59', '', 'Amrop_PR_Oktobriss', '', 'inherit', 'open', 'open', '', 'amrop_pr_oktobriss', '', '', '2015-08-12 12:17:59', '2015-08-12 12:17:59', '', 0, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/Amrop_PR_Oktobriss.pdf', 0, 'attachment', 'application/pdf', 0),
(461, 1, '2015-12-01 16:33:53', '2015-12-01 16:33:53', 'Management Assessment is a proven tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market.', 'News', '', 'inherit', 'closed', 'closed', '', '46-revision-v1', '', '', '2015-12-01 16:33:53', '2015-12-01 16:33:53', '', 46, 'http://iconcept.lv/amrop.lt/news/46-revision-v1', 0, 'revision', '', 0),
(350, 1, '2015-10-15 10:11:23', '2015-10-15 10:11:23', 'Management Assessment is a proven tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market.', 'Amrop Articles', '', 'inherit', 'closed', 'closed', '', '46-revision-v1', '', '', '2015-10-15 10:11:23', '2015-10-15 10:11:23', '', 46, 'http://iconcept.lv/amrop.lt/news/46-revision-v1', 0, 'revision', '', 0),
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(351, 1, '2015-10-15 10:12:36', '2015-10-15 10:12:36', 'Management Assessment is a proven tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market.', 'Amrop straipsniai', '', 'inherit', 'closed', 'closed', '', '53-autosave-v1', '', '', '2015-10-15 10:12:36', '2015-10-15 10:12:36', '', 53, 'http://iconcept.lv/amrop.lt/news/53-autosave-v1', 0, 'revision', '', 0),
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(348, 1, '2015-10-15 09:55:08', '2015-10-15 09:55:08', 'Management Assessment is a proven, structured, comprehensive, objective and tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market. It is related to a specific set of criteria, (specific for position, role or managerial level), based on professional and documentable observations and measures.', 'Leadership assessment', '', 'inherit', 'closed', 'closed', '', '27-revision-v1', '', '', '2015-10-15 09:55:08', '2015-10-15 09:55:08', '', 27, 'http://iconcept.lv/amrop.lt/news/27-revision-v1', 0, 'revision', '', 0),
(349, 1, '2015-10-15 09:59:09', '2015-10-15 09:59:09', 'Management Assessment is a proven, structured, comprehensive, objective and tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market. It is related to a specific set of criteria, (specific for position, role or managerial level), based on professional and documentable observations and measures.', 'Leadership assessment', '', 'inherit', 'closed', 'closed', '', '27-revision-v1', '', '', '2015-10-15 09:59:09', '2015-10-15 09:59:09', '', 27, 'http://iconcept.lv/amrop.lt/news/27-revision-v1', 0, 'revision', '', 0),
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(376, 1, '2015-11-03 13:34:15', '2015-11-03 13:34:15', 'As the strategic hubs of organizations, it is the primary task of Boards to ensure the enduring vitality of the companies they drive. Yet their own fitness is just as critical. Today’s Boards are running strategic and operational marathons, increasingly in the spotlight and challenged by share- and stakeholder groups who have never been more informed, demanding, or vocal.', 'Board Services Practice', '', 'inherit', 'closed', 'closed', '', '375-revision-v1', '', '', '2015-11-03 13:34:15', '2015-11-03 13:34:15', '', 375, 'http://iconcept.lv/amrop.lt/news/375-revision-v1', 0, 'revision', '', 0),
(377, 1, '2015-11-03 13:37:13', '2015-11-03 13:37:13', 'Valdybų, kaip strateginių organizacijų centrų, svarbiausia užduotis yra užtikrinti jų valdomų įmonių ilgalaikį gyvybingumą. Jų pačių tinkamumas yra lygiai taip pat svarbus. Šiandieninės valdybos atsakingos už strateginius ir operatyvinius maratonus. Akcininkai ir kitos suintereruotosios šalys dar niekuomet nebuvo geriau informuoti, reikalaujantys ar iškalbingi, todėl valdybos tampa vis labiau matomos bei išbandomos.', 'Valdybos paslaugos', '', 'publish', 'closed', 'closed', '', 'valdybos-paslaugos', '', '', '2016-09-27 08:05:22', '2016-09-27 08:05:22', '', 74, 'http://iconcept.lv/amrop.lt/?page_id=377', 3, 'page', '', 0),
(352, 1, '2015-10-15 10:12:50', '2015-10-15 10:12:50', 'Management Assessment is a proven tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market.', 'Amrop straipsniai', '', 'inherit', 'closed', 'closed', '', '53-revision-v1', '', '', '2015-10-15 10:12:50', '2015-10-15 10:12:50', '', 53, 'http://iconcept.lv/amrop.lt/news/53-revision-v1', 0, 'revision', '', 0),
(353, 1, '2015-10-15 14:36:38', '2015-10-15 14:36:38', 'Management Assessment is a proven, structured, comprehensive, objective and tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market. It is related to a specific set of criteria, (specific for position, role or managerial level), based on professional and documentable observations and measures.', 'Leadership assessment', '', 'inherit', 'closed', 'closed', '', '27-revision-v1', '', '', '2015-10-15 14:36:38', '2015-10-15 14:36:38', '', 27, 'http://iconcept.lv/amrop.lt/news/27-revision-v1', 0, 'revision', '', 0),
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(356, 1, '2015-10-15 14:37:05', '2015-10-15 14:37:05', 'Vadovų vertinimas yra originaliai sukurta įvertinimo metodologija, leidžianti nustatyti aukščiausios bei viduriniosios grandies vadovų vadovavimo kompetencijas, taip pat palyginti esančią bendrovės vadovų komandą su esama rinka.', 'Vadovų vertinimas', '', 'inherit', 'closed', 'closed', '', '77-revision-v1', '', '', '2015-10-15 14:37:05', '2015-10-15 14:37:05', '', 77, 'http://iconcept.lv/amrop.lt/news/77-revision-v1', 0, 'revision', '', 0),
(357, 1, '2015-10-15 14:37:37', '2015-10-15 14:37:37', 'Our Context Driven approach to executive search helps our clients find ‘Leaders For What’s Next’ - top talent, adept at working across borders in markets around the world.', 'Executive search', '', 'inherit', 'closed', 'closed', '', '25-revision-v1', '', '', '2015-10-15 14:37:37', '2015-10-15 14:37:37', '', 25, 'http://iconcept.lv/amrop.lt/news/25-revision-v1', 0, 'revision', '', 0),
(358, 1, '2015-10-15 14:37:55', '2015-10-15 14:37:55', 'Konteksto žinojimu pagrįsta vadovų paieška padedame mūsų klientams surasti ateities lyderius – sėkmingiausius talentus, sugebančius dirbti skirtingose pasaulio rinkose.', 'Vadovų paieška', '', 'inherit', 'closed', 'closed', '', '78-revision-v1', '', '', '2015-10-15 14:37:55', '2015-10-15 14:37:55', '', 78, 'http://iconcept.lv/amrop.lt/news/78-revision-v1', 0, 'revision', '', 0),
(359, 1, '2015-10-15 14:38:21', '2015-10-15 14:38:21', 'Our candidates are top executives, mid-level managers and top specialists.', 'Candidates', '', 'inherit', 'closed', 'closed', '', '14-revision-v1', '', '', '2015-10-15 14:38:21', '2015-10-15 14:38:21', '', 14, 'http://iconcept.lv/amrop.lt/news/14-revision-v1', 0, 'revision', '', 0),
(360, 1, '2015-10-15 14:38:37', '2015-10-15 14:38:37', 'Amrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.', 'Kandidatai', '', 'inherit', 'closed', 'closed', '', '81-revision-v1', '', '', '2015-10-15 14:38:37', '2015-10-15 14:38:37', '', 81, 'http://iconcept.lv/amrop.lt/news/81-revision-v1', 0, 'revision', '', 0),
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(367, 1, '2015-11-03 13:31:42', '2015-11-03 13:31:42', 'Our candidates are top executives, mid-level managers and top specialists.', 'Candidates', '', 'inherit', 'closed', 'closed', '', '14-revision-v1', '', '', '2015-11-03 13:31:42', '2015-11-03 13:31:42', '', 14, 'http://iconcept.lv/amrop.lt/news/14-revision-v1', 0, 'revision', '', 0),
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(369, 1, '2015-11-03 13:32:00', '2015-11-03 13:32:00', '', 'team', '', 'inherit', 'open', 'closed', '', 'team-5', '', '', '2015-11-03 13:32:00', '2015-11-03 13:32:00', '', 81, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/team1.png', 0, 'attachment', 'image/png', 0),
(370, 1, '2015-11-03 13:32:01', '2015-11-03 13:32:01', '', 'board_services', '', 'inherit', 'open', 'closed', '', 'board_services-2', '', '', '2015-11-03 13:32:01', '2015-11-03 13:32:01', '', 81, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/board_services1.png', 0, 'attachment', 'image/png', 0),
(371, 1, '2015-11-03 13:32:02', '2015-11-03 13:32:02', '', 'candidates_1', '', 'inherit', 'open', 'closed', '', 'candidates_1-2', '', '', '2015-11-03 13:32:02', '2015-11-03 13:32:02', '', 81, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/candidates_11.png', 0, 'attachment', 'image/png', 0),
(372, 1, '2015-11-03 13:32:24', '2015-11-03 13:32:24', 'Amrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.', 'Kandidatai', '', 'inherit', 'closed', 'closed', '', '81-revision-v1', '', '', '2015-11-03 13:32:24', '2015-11-03 13:32:24', '', 81, 'http://iconcept.lv/amrop.lt/news/81-revision-v1', 0, 'revision', '', 0),
(373, 1, '2015-11-03 13:32:43', '2015-11-03 13:32:43', 'Human capital economy and management succession in Lithuania is characterized by increasing dynamics with accelerating speed. Companies in Lithuania are confronted with difficulties related to a worldwide trend of high management turnover. There is a realistic threat that most experienced and qualified talents will be gradually “exported” from the country.', 'Team', '', 'inherit', 'closed', 'closed', '', '9-revision-v1', '', '', '2015-11-03 13:32:43', '2015-11-03 13:32:43', '', 9, 'http://iconcept.lv/amrop.lt/news/9-revision-v1', 0, 'revision', '', 0),
(374, 1, '2015-11-03 13:32:56', '2015-11-03 13:32:56', 'Šių dienų žmogiškojo kapitalo resursų bei vadovų kaitos kompanijos viduje situaciją Lietuvoje galima būtų apibūdinti kaip nuolat besikeičiančią, dideliu pagreičiu judančią į priekį. Bendrovės Lietuvoje susiduria su sunkumais, kuriuos sukelia visuotinai egzistuojanti didelės vadovų kaitos tendencija.', 'Komanda', '', 'inherit', 'closed', 'closed', '', '79-revision-v1', '', '', '2015-11-03 13:32:56', '2015-11-03 13:32:56', '', 79, 'http://iconcept.lv/amrop.lt/news/79-revision-v1', 0, 'revision', '', 0),
(375, 1, '2015-11-03 13:34:15', '2015-11-03 13:34:15', 'As the strategic hubs of organizations, it is the primary task of Advisory and Executive Boards to ensure the enduring vitality of the companies they drive. Yet their own fitness is just as critical. Today’s Boards are running strategic and operational marathons, increasingly in the spotlight and challenged by share- and stakeholder groups who have never been more informed, demanding, or vocal.', 'Board Services', '', 'publish', 'closed', 'closed', '', 'board-services', '', '', '2016-09-27 08:03:31', '2016-09-27 08:03:31', '', 5, 'http://iconcept.lv/amrop.lt/?page_id=375', 3, 'page', '', 0),
(169, 1, '2015-08-12 13:06:17', '2015-08-12 13:06:17', '', 'Vārds Uzvārds', '', 'inherit', 'open', 'open', '', '80-revision-v1', '', '', '2015-08-12 13:06:17', '2015-08-12 13:06:17', '', 80, 'http://iconcept.lv/amrop.lt/news/80-revision-v1', 0, 'revision', '', 0),
(170, 1, '2015-08-12 13:06:26', '2015-08-12 13:06:26', '', 'Aiga Ārste – Avotiņa', '', 'inherit', 'open', 'open', '', '80-revision-v1', '', '', '2015-08-12 13:06:26', '2015-08-12 13:06:26', '', 80, 'http://iconcept.lv/amrop.lt/news/80-revision-v1', 0, 'revision', '', 0),
(174, 1, '2015-08-12 13:24:08', '2015-08-12 13:24:08', 'Aiga Ārste-Avotiņa ir Amrop vadošā partnere Rīgas birojā. Aiga strādā augstākā līmeņa personāla atlases biznesā jau kopš 1996.gada, kad viņa kļuva par pirmo uzņēmuma Amrop International pārstāvi Latvijā. Viņa attīstīja uzņēmumu, padarot to par lielāko spēlētāju augstākā līmeņa personāla atlases tirgū.\r\n\r\nKopš 1999. gada, kļūstot par uzņēmuma partneri, Aiga ir vadījusi augstākā līmeņa personāla atlases projektus Latvijā, Lietuvā un Igaunijā vairākās nozarēs, kas ietver Finanšu sektoru, ražošanu, mazumtirdzniecību, IT un telekomunikācijas un citus sektorus. Liela daļa no šiem projektiem tika realizēti visu trīs Baltijas valstu mērogā. Viņa ir arī vadījusi vadības audita projektus Baltijas valstīs.\r\nAiga ir absolvējusi Latvijas Universitāti, iegūstot bakalaura grādu psiholoģijā, kā arī Rīgas Biznesa Institūtu, kur ieguvusi Biznesa Vadības Maģistra diplomu.\r\n\r\nAiga brīvi pārvalda latviešu, angļu un krievu valodu.', 'Aiga Ārste – Avotiņa', '', 'inherit', 'open', 'open', '', '80-revision-v1', '', '', '2015-08-12 13:24:08', '2015-08-12 13:24:08', '', 80, 'http://iconcept.lv/amrop.lt/news/80-revision-v1', 0, 'revision', '', 0),
(182, 1, '2015-08-12 13:43:48', '2015-08-12 13:43:48', 'Aiga has been working in executive search business since 1996, when she joined Amrop International in Latvia as a first local representative. She developed the company to the biggest player in the market in senior level recruitment.\r\n\r\nSince 1999, when she was appointed as Managing partner, she has been leading executive search assignments in Latvia, Lithuania and Estonia in a range of sectors, including Financal Services, Manufacturing, Retail, IT & Telecommunications, Pharmaceutical and other industries. Many of these assignments has been regional searches, covering all three Baltic markets. She also has been leading management audit assignments in the Baltics.\r\n\r\nAiga graduated from University of Latvia with a Bachelor degree in Psychology and with MBA from Riga Business School.\r\n\r\nShe speaks Latvian, English and Russian.', 'Aiga Ārste – Avotiņa', '', 'inherit', 'open', 'open', '', '41-revision-v1', '', '', '2015-08-12 13:43:48', '2015-08-12 13:43:48', '', 41, 'http://iconcept.lv/amrop.lt/news/41-revision-v1', 0, 'revision', '', 0),
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(438, 1, '2015-12-01 14:57:18', '2015-12-01 14:57:18', '', 'State Capitalism', '', 'publish', 'open', 'open', '', 'state-capitalism', '', '', '2015-12-01 14:57:18', '2015-12-01 14:57:18', '', 0, 'http://iconcept.lv/amrop.lt/?p=438', 0, 'post', '', 0),
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(442, 1, '2015-12-01 14:58:15', '2015-12-01 14:58:15', '', 'Leadership and the Brain', '', 'publish', 'open', 'open', '', 'leadership-and-the-brain', '', '', '2015-12-01 14:58:15', '2015-12-01 14:58:15', '', 0, 'http://iconcept.lv/amrop.lt/?p=442', 0, 'post', '', 0),
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(450, 1, '2015-12-01 15:00:50', '2015-12-01 15:00:50', '', 'Have You Signed the Leadership Contract?', '', 'publish', 'open', 'open', '', 'have-you-signed-the-leadership-contract', '', '', '2015-12-01 15:00:50', '2015-12-01 15:00:50', '', 0, 'http://iconcept.lv/amrop.lt/?p=450', 0, 'post', '', 0),
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(452, 1, '2015-12-01 15:02:13', '2015-12-01 15:02:13', 'The war for leadership talent, combined with pressure on executive compensation packages, is a challenging mix for hiring organizations. Meanwhile, cases of reckless risk-taking driven by dysfunctional motivation have damaged the reputation of many top managers and the organizations they lead. This kind of risk-taking has led to a re-thinking of executive compensation. Could we see these phenomena as an opportunity to unleash the potential of non-financial motivation?', 'Low Costs, High Stakes', '', 'publish', 'open', 'open', '', 'low-costs-high-stakes', '', '', '2016-09-22 12:40:21', '2016-09-22 12:40:21', '', 0, 'http://iconcept.lv/amrop.lt/?p=452', 0, 'post', '', 0),
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(454, 1, '2015-12-01 15:02:43', '2015-12-01 15:02:43', '', 'Why Managers Leave', '', 'publish', 'open', 'open', '', 'why-managers-leave', '', '', '2017-09-04 13:05:34', '2017-09-04 13:05:34', '', 0, 'http://iconcept.lv/amrop.lt/?p=454', 0, 'post', '', 0);
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(457, 1, '2015-12-01 16:23:18', '2015-12-01 16:23:18', 'Amrop announces the recent addition of four Partners & Principals within its global partnership of executive search professionals.', 'Amrop Announces New Partner Hires in Denmark, India and Poland', '', 'publish', 'open', 'open', '', 'amrop-announces-new-partner-hires-in-denmark-india-and-poland', '', '', '2015-12-01 16:23:18', '2015-12-01 16:23:18', '', 0, 'http://iconcept.lv/amrop.lt/?p=457', 0, 'post', '', 0),
(458, 1, '2015-12-01 16:23:18', '2015-12-01 16:23:18', 'Amrop announces the recent addition of four Partners & Principals within its global partnership of executive search professionals.', 'Amrop Announces New Partner Hires in Denmark, India and Poland', '', 'inherit', 'closed', 'closed', '', '457-revision-v1', '', '', '2015-12-01 16:23:18', '2015-12-01 16:23:18', '', 457, 'http://iconcept.lv/amrop.lt/news/457-revision-v1', 0, 'revision', '', 0),
(459, 1, '2015-12-01 16:23:53', '2015-12-01 16:23:53', 'Svein Ruud has been named Practice Leader for Amrop’s global Board Services Practice. Svein is Managing Partner in Amrop’s Stockholm Office and a member of Amrop’s global Executive Board. Having joined the Executive Search business in 1986, Svein has built expertise across various businesses and sectors. During the last decade he has worked extensively advising clients on CEO, Group Management and Non-Executive Board Director functions.', 'Amrop Names Svein Ruud to Lead Global Board Services Practice', '', 'publish', 'open', 'open', '', 'amrop-names-svein-ruud-to-lead-global-board-services-practice', '', '', '2015-12-01 16:23:53', '2015-12-01 16:23:53', '', 0, 'http://iconcept.lv/amrop.lt/?p=459', 0, 'post', '', 0),
(460, 1, '2015-12-01 16:23:53', '2015-12-01 16:23:53', 'Svein Ruud has been named Practice Leader for Amrop’s global Board Services Practice. Svein is Managing Partner in Amrop’s Stockholm Office and a member of Amrop’s global Executive Board. Having joined the Executive Search business in 1986, Svein has built expertise across various businesses and sectors. During the last decade he has worked extensively advising clients on CEO, Group Management and Non-Executive Board Director functions.', 'Amrop Names Svein Ruud to Lead Global Board Services Practice', '', 'inherit', 'closed', 'closed', '', '459-revision-v1', '', '', '2015-12-01 16:23:53', '2015-12-01 16:23:53', '', 459, 'http://iconcept.lv/amrop.lt/news/459-revision-v1', 0, 'revision', '', 0),
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(463, 1, '2015-12-01 16:38:13', '2015-12-01 16:38:13', 'Management Assessment is a proven tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market.', 'Naujausios', '', 'inherit', 'closed', 'closed', '', '53-revision-v1', '', '', '2015-12-01 16:38:13', '2015-12-01 16:38:13', '', 53, 'http://iconcept.lv/amrop.lt/news/53-revision-v1', 0, 'revision', '', 0),
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(465, 1, '2015-12-01 16:39:25', '2015-12-01 16:39:25', '', 'Leadership Assessment', '', 'inherit', 'closed', 'closed', '', '27-revision-v1', '', '', '2015-12-01 16:39:25', '2015-12-01 16:39:25', '', 27, 'http://iconcept.lv/amrop.lt/news/27-revision-v1', 0, 'revision', '', 0),
(466, 1, '2015-12-01 16:39:40', '2015-12-01 16:39:40', 'Our Context Driven approach to executive search helps our clients find ‘Leaders For What’s Next’ - top talent, adept at working across borders in markets around the world.', 'Executive Search', '', 'inherit', 'closed', 'closed', '', '25-revision-v1', '', '', '2015-12-01 16:39:40', '2015-12-01 16:39:40', '', 25, 'http://iconcept.lv/amrop.lt/news/25-revision-v1', 0, 'revision', '', 0),
(378, 1, '2015-11-03 13:37:13', '2015-11-03 13:37:13', 'Valdybų, kaip strateginių organizacijų centrų, svarbiausia užduotis yra užtikrinti jų valdomų įmonių ilgalaikį gyvybingumą. Jų pačių tinkamumas yra lygiai taip pat svarbus. Šiandieninės valdybos atsakingos už strateginius ir operatyvinius maratonus. Akcininkai ir kitos suintereruotosios šalys dar niekuomet nebuvo geriau informuoti, reikalaujantys ar iškalbingi, todėl valdybos tampa vis labiau matomos bei išbandomos.', 'Valdybos paslaugos', '', 'inherit', 'closed', 'closed', '', '377-revision-v1', '', '', '2015-11-03 13:37:13', '2015-11-03 13:37:13', '', 377, 'http://iconcept.lv/amrop.lt/news/377-revision-v1', 0, 'revision', '', 0),
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(382, 1, '2015-11-03 14:56:19', '2015-11-03 14:56:19', 'As the strategic hubs of organizations, it is the primary task of Boards to ensure the enduring vitality of the companies they drive. Yet their own fitness is just as critical. Today’s Boards are running strategic and operational marathons, increasingly in the spotlight and challenged by share- and stakeholder groups who have never been more informed, demanding, or vocal.', 'Board Services', '', 'inherit', 'closed', 'closed', '', '375-revision-v1', '', '', '2015-11-03 14:56:19', '2015-11-03 14:56:19', '', 375, 'http://iconcept.lv/amrop.lt/news/375-revision-v1', 0, 'revision', '', 0),
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(390, 1, '2015-11-30 12:39:40', '2015-11-30 12:39:40', 'As the strategic hubs of organizations, it is the primary task of Advisory and Executive Boards to ensure the enduring vitality of the companies they drive. Yet their own fitness is just as critical. Today’s Boards are running strategic and operational marathons, increasingly in the spotlight and challenged by share- and stakeholder groups who have never been more informed, demanding, or vocal.', 'Board Services', '', 'inherit', 'closed', 'closed', '', '375-revision-v1', '', '', '2015-11-30 12:39:40', '2015-11-30 12:39:40', '', 375, 'http://iconcept.lv/amrop.lt/news/375-revision-v1', 0, 'revision', '', 0),
(391, 1, '2015-11-30 12:42:36', '2015-11-30 12:42:36', 'Valdybų, kaip strateginių organizacijų centrų, svarbiausia užduotis yra užtikrinti jų valdomų įmonių ilgalaikį gyvybingumą. Jų pačių tinkamumas yra lygiai taip pat svarbus. Šiandieninės valdybos atsakingos už strateginius ir operatyvinius maratonus. Akcininkai ir kitos suintereruotosios šalys dar niekuomet nebuvo geriau informuoti, reikalaujantys ar iškalbingi, todėl valdybos tampa vis labiau matomos bei išbandomos.', 'Valdybos paslaugos', '', 'inherit', 'closed', 'closed', '', '377-revision-v1', '', '', '2015-11-30 12:42:36', '2015-11-30 12:42:36', '', 377, 'http://iconcept.lv/amrop.lt/news/377-revision-v1', 0, 'revision', '', 0),
(392, 1, '2015-12-01 14:50:33', '2015-12-01 14:50:33', '', 'Nominations Committee', '', 'publish', 'open', 'open', '', 'nominations-committee', '', '', '2015-12-01 14:50:33', '2015-12-01 14:50:33', '', 0, 'http://iconcept.lv/amrop.lt/?p=392', 0, 'post', '', 0),
(393, 1, '2015-12-01 14:49:59', '2015-12-01 14:49:59', '', 'LeadershipAndBrainII-copy', '', 'inherit', 'open', 'closed', '', 'leadershipandbrainii-copy', '', '', '2015-12-01 14:49:59', '2015-12-01 14:49:59', '', 392, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/12/LeadershipAndBrainII-copy.png', 0, 'attachment', 'image/png', 0),
(394, 1, '2015-12-01 14:50:00', '2015-12-01 14:50:00', '', 'LeadershipAndBrainIII-copy', '', 'inherit', 'open', 'closed', '', 'leadershipandbrainiii-copy', '', '', '2015-12-01 14:50:00', '2015-12-01 14:50:00', '', 392, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/12/LeadershipAndBrainIII-copy.png', 0, 'attachment', 'image/png', 0),
(395, 1, '2015-12-01 14:50:01', '2015-12-01 14:50:01', '', 'LeadershipContract-new', '', 'inherit', 'open', 'closed', '', 'leadershipcontract-new', '', '', '2015-12-01 14:50:01', '2015-12-01 14:50:01', '', 392, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/12/LeadershipContract-new.png', 0, 'attachment', 'image/png', 0),
(396, 1, '2015-12-01 14:50:02', '2015-12-01 14:50:02', '', 'LowCostHighStakes-copy', '', 'inherit', 'open', 'closed', '', 'lowcosthighstakes-copy', '', '', '2015-12-01 14:50:02', '2015-12-01 14:50:02', '', 392, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/12/LowCostHighStakes-copy.png', 0, 'attachment', 'image/png', 0),
(397, 1, '2015-12-01 14:50:03', '2015-12-01 14:50:03', '', 'MakeOrBreak-copy', '', 'inherit', 'open', 'closed', '', 'makeorbreak-copy', '', '', '2015-12-01 14:50:03', '2015-12-01 14:50:03', '', 392, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/12/MakeOrBreak-copy.png', 0, 'attachment', 'image/png', 0),
(398, 1, '2015-12-01 14:50:04', '2015-12-01 14:50:04', '', 'MobilePayments-copy', '', 'inherit', 'open', 'closed', '', 'mobilepayments-copy', '', '', '2015-12-01 14:50:04', '2015-12-01 14:50:04', '', 392, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/12/MobilePayments-copy.png', 0, 'attachment', 'image/png', 0),
(399, 1, '2015-12-01 14:50:05', '2015-12-01 14:50:05', '', 'NewCHRO-copy', '', 'inherit', 'open', 'closed', '', 'newchro-copy', '', '', '2015-12-01 14:50:05', '2015-12-01 14:50:05', '', 392, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/12/NewCHRO-copy.png', 0, 'attachment', 'image/png', 0),
(400, 1, '2015-12-01 14:50:05', '2015-12-01 14:50:05', '', 'Nominations-Committee', '', 'inherit', 'open', 'closed', '', 'nominations-committee', '', '', '2015-12-01 14:50:05', '2015-12-01 14:50:05', '', 392, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/12/Nominations-Committee.png', 0, 'attachment', 'image/png', 0),
(401, 1, '2015-12-01 14:50:06', '2015-12-01 14:50:06', '', 'OmniChannel-copy', '', 'inherit', 'open', 'closed', '', 'omnichannel-copy', '', '', '2015-12-01 14:50:06', '2015-12-01 14:50:06', '', 392, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/12/OmniChannel-copy.png', 0, 'attachment', 'image/png', 0),
(402, 1, '2015-12-01 14:50:07', '2015-12-01 14:50:07', '', 'Personal-Governance', '', 'inherit', 'open', 'closed', '', 'personal-governance', '', '', '2015-12-01 14:50:07', '2015-12-01 14:50:07', '', 392, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/12/Personal-Governance.png', 0, 'attachment', 'image/png', 0),
(240, 1, '2015-08-25 15:03:09', '2015-08-25 15:03:09', '', 'Gintare', '', 'inherit', 'open', 'closed', '', 'gintare', '', '', '2015-08-25 15:03:09', '2015-08-25 15:03:09', '', 41, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/Gintare.jpg', 0, 'attachment', 'image/jpeg', 0),
(241, 1, '2015-08-25 15:03:09', '2015-08-25 15:03:09', '', 'Goda', '', 'inherit', 'open', 'closed', '', 'goda', '', '', '2015-08-25 15:03:09', '2015-08-25 15:03:09', '', 41, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/Goda.jpg', 0, 'attachment', 'image/jpeg', 0),
(242, 1, '2015-08-25 15:03:24', '2015-08-25 15:03:24', 'Audrius Shoshas is a Managing Partner of Amrop, based in Vilnius, Lithuania. Prior to joining Amrop in 2003, he had acquired over 12 years business experience, most of that time in the top management positions in pharmaceutical/ medical sector. During his career Audrius gained significant experience in companies mergers and acquisition field. Audrius started his business career as a Johnson & Johnson company representative in Lithuania in 1993. Later he worked as a Sales Director, General Director and Vice-President in the leading pharmaceutical wholesale companies AB Farmacijaand Tamro. Until joining Amrop, Audrius worked as a General Director in pharmaceutical production company Sanitas.\r\n\r\nAudrius’ search experience encompasses a broad range of industries and functional areas. He has built particular expertise in search assignments in life sciences, technology& media, industry, consumer & retail, telecommunications, financial services industries.\r\n\r\nAudrius graduated Kaunas Medical University with a Medical Doctor-Surgeon degree. He has also graduated Somerville Sales and Marketing School, New Jersey, USA.\r\n\r\nHe is fluent in Lithuanian, English, Polish and Russian.\r\nFor a number of years Audrius has been actively indulged in automobilerally sports as a professional codriver. Audrius has been participating in the World Rally Championship for five years, he has also become the multiple Lithuanian Champion and Latvian Vice-champion. Besides he is fond of travelling.', 'Aiga Ārste – Avotiņa', '', 'inherit', 'closed', 'closed', '', '41-revision-v1', '', '', '2015-08-25 15:03:24', '2015-08-25 15:03:24', '', 41, 'http://iconcept.lv/amrop.lt/news/41-revision-v1', 0, 'revision', '', 0),
(256, 1, '2015-08-25 15:17:31', '2015-08-25 15:17:31', '', '1440511090_icon-136-document-edit', '', 'inherit', 'open', 'closed', '', '1440511090_icon-136-document-edit', '', '', '2015-08-25 15:17:31', '2015-08-25 15:17:31', '', 81, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit.png', 0, 'attachment', 'image/png', 0),
(257, 1, '2015-08-26 10:11:42', '2015-08-26 10:11:42', '', 'CV-template_Amrop', '', 'inherit', 'open', 'closed', '', 'cv-template_amrop', '', '', '2015-08-26 10:11:42', '2015-08-26 10:11:42', '', 81, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop.doc', 0, 'attachment', 'application/msword', 0),
(258, 1, '2015-08-26 10:12:34', '2015-08-26 10:12:34', 'Amrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.', 'Kandidātiem', '', 'inherit', 'closed', 'closed', '', '81-revision-v1', '', '', '2015-08-26 10:12:34', '2015-08-26 10:12:34', '', 81, 'http://iconcept.lv/amrop.lt/news/81-revision-v1', 0, 'revision', '', 0),
(259, 1, '2015-08-26 10:14:57', '2015-08-26 10:14:57', '', 'CV-template_Amrop', '', 'inherit', 'open', 'closed', '', 'cv-template_amrop-2', '', '', '2015-08-26 10:14:57', '2015-08-26 10:14:57', '', 14, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop1.doc', 0, 'attachment', 'application/msword', 0),
(260, 1, '2015-08-26 10:14:57', '2015-08-26 10:14:57', '', '1440511090_icon-136-document-edit', '', 'inherit', 'open', 'closed', '', '1440511090_icon-136-document-edit-2', '', '', '2015-08-26 10:14:57', '2015-08-26 10:14:57', '', 14, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit1.png', 0, 'attachment', 'image/png', 0),
(220, 1, '2015-08-20 11:54:55', '2015-08-20 11:54:55', '', 'Amrop Announces New Global CEO', '', 'inherit', 'open', 'open', '', '59-revision-v1', '', '', '2015-08-20 11:54:55', '2015-08-20 11:54:55', '', 59, 'http://iconcept.lv/amrop.lt/news/59-revision-v1', 0, 'revision', '', 0),
(280, 1, '2015-08-27 11:06:45', '2015-08-27 11:06:45', 'Lorem ipsum dolor sit amet, consectetur adipiscing elit. In condimentum ac tortor vestibulum posuere. Donec nec semper libero. Etiam libero metus, semper et dignissim vel, iaculis non ipsum.', 'Contacts', '', 'inherit', 'closed', 'closed', '', '11-revision-v1', '', '', '2015-08-27 11:06:45', '2015-08-27 11:06:45', '', 11, 'http://iconcept.lv/amrop.lt/news/11-revision-v1', 0, 'revision', '', 0),
(223, 1, '2015-08-20 11:57:45', '2015-08-20 11:57:45', '', 'Amrop Grows with New Partner Hires in EMEA and Latam', '', 'publish', 'open', 'open', '', 'amrop-grows-with-new-partner-hires-in-emea-and-latam', '', '', '2015-08-20 11:57:45', '2015-08-20 11:57:45', '', 0, 'http://iconcept.lv/amrop.lt/?p=223', 0, 'post', '', 0),
(224, 1, '2015-08-20 11:57:45', '2015-08-20 11:57:45', '', 'Amrop Grows with New Partner Hires in EMEA and Latam', '', 'inherit', 'open', 'open', '', '223-revision-v1', '', '', '2015-08-20 11:57:45', '2015-08-20 11:57:45', '', 223, 'http://iconcept.lv/amrop.lt/news/223-revision-v1', 0, 'revision', '', 0),
(261, 1, '2015-08-26 10:16:39', '2015-08-26 10:16:39', 'Our candidates are top executives, mid-level managers and top specialists.', 'For Candidates', '', 'inherit', 'closed', 'closed', '', '14-revision-v1', '', '', '2015-08-26 10:16:39', '2015-08-26 10:16:39', '', 14, 'http://iconcept.lv/amrop.lt/news/14-revision-v1', 0, 'revision', '', 0),
(227, 1, '2015-08-24 14:22:57', '2015-08-24 14:22:57', '', 'Paslaugos', '', 'inherit', 'closed', 'closed', '', '74-revision-v1', '', '', '2015-08-24 14:22:57', '2015-08-24 14:22:57', '', 74, 'http://iconcept.lv/amrop.lt/news/74-revision-v1', 0, 'revision', '', 0),
(228, 1, '2015-08-25 14:17:38', '2015-08-25 14:17:38', 'Amrop yra pasaulinis vadovų paieškos tinklas pagrįstas konteksto žinojimu. Mes padedame savo klientams kurti jų verslą surasdami ateities lyderius – sėkmingiausius talentus gebančius dirbti skirtingose pasaulio rinkose.', 'Apie Amrop', '', 'inherit', 'closed', 'closed', '', '104-autosave-v1', '', '', '2015-08-25 14:17:38', '2015-08-25 14:17:38', '', 104, 'http://iconcept.lv/amrop.lt/news/104-autosave-v1', 0, 'revision', '', 0),
(230, 1, '2015-08-25 14:18:58', '2015-08-25 14:18:58', 'Amrop yra pasaulinis vadovų paieškos tinklas pagrįstas konteksto žinojimu. Mes padedame savo klientams kurti jų verslą surasdami ateities lyderius – sėkmingiausius talentus gebančius dirbti skirtingose pasaulio rinkose.', 'Apie Amrop', '', 'inherit', 'closed', 'closed', '', '104-revision-v1', '', '', '2015-08-25 14:18:58', '2015-08-25 14:18:58', '', 104, 'http://iconcept.lv/amrop.lt/news/104-revision-v1', 0, 'revision', '', 0),
(231, 1, '2015-08-25 14:22:12', '2015-08-25 14:22:12', 'Management Assessment is a proven tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market.', 'Amrop naujienos', '', 'inherit', 'closed', 'closed', '', '53-revision-v1', '', '', '2015-08-25 14:22:12', '2015-08-25 14:22:12', '', 53, 'http://iconcept.lv/amrop.lt/news/53-revision-v1', 0, 'revision', '', 0),
(234, 1, '2015-08-25 14:37:57', '2015-08-25 14:37:57', 'Šių dienų žmogiškojo kapitalo resursų bei vadovų kaitos kompanijos viduje situaciją Lietuvoje galima būtų apibūdinti kaip nuolat besikeičiančią, dideliu pagreičiu judančią į priekį. Bendrovės Lietuvoje susiduria su sunkumais, kuriuos sukelia visuotinai egzistuojanti didelės vadovų kaitos tendencija.', 'Komanda', '', 'inherit', 'closed', 'closed', '', '79-revision-v1', '', '', '2015-08-25 14:37:57', '2015-08-25 14:37:57', '', 79, 'http://iconcept.lv/amrop.lt/news/79-revision-v1', 0, 'revision', '', 0),
(235, 1, '2015-08-25 14:45:54', '2015-08-25 14:45:54', 'Human capital economy and management succession in Lithuania is characterized by increasing dynamics with accelerating speed. Companies in Lithuania are confronted with difficulties related to a worldwide trend of high management turnover. There is a realistic threat that most experienced and qualified talents will be gradually “exported” from the country.', 'Team', '', 'inherit', 'closed', 'closed', '', '9-revision-v1', '', '', '2015-08-25 14:45:54', '2015-08-25 14:45:54', '', 9, 'http://iconcept.lv/amrop.lt/news/9-revision-v1', 0, 'revision', '', 0),
(236, 1, '2015-08-25 14:59:14', '2015-08-25 14:59:14', 'Audrius Shoshas is a Managing Partner of Amrop, based in Vilnius, Lithuania. Prior to joining Amrop in 2003, he had acquired over 12 years business experience, most of that time in the top management positions in pharmaceutical/ medical sector. During his career Audrius gained significant experience in companies mergers and acquisition field. Audrius started his business career as a Johnson & Johnson company representative in Lithuania in 1993. Later he worked as a Sales Director, General Director and Vice-President in the leading pharmaceutical wholesale companies AB Farmacijaand Tamro. Until joining Amrop, Audrius worked as a General Director in pharmaceutical production company Sanitas.\nAudrius’ search experience encompasses a broad range of industries and functional areas. He has built particular expertise in search assignments in life sciences, technology& media, industry, consumer & retail, telecommunications, financial services industries.\n\nAudrius graduated Kaunas Medical University with a Medical Doctor-Surgeon degree. He has also graduated Somerville Sales and Marketing School, New Jersey, USA.\n\nHe is fluent in Lithuanian, English, Polish and Russian.\nFor a number of years Audrius has been actively indulged in automobilerally sports as a professional codriver. Audrius has been participating in the World Rally Championship for five years, he has also become the multiple Lithuanian Champion and Latvian Vice-champion. Besides he is fond of travelling.', 'Audrius Šošas', '', 'inherit', 'closed', 'closed', '', '80-autosave-v1', '', '', '2015-08-25 14:59:14', '2015-08-25 14:59:14', '', 80, 'http://iconcept.lv/amrop.lt/news/80-autosave-v1', 0, 'revision', '', 0),
(237, 1, '2015-08-25 15:00:11', '2015-08-25 15:00:11', 'Audrius Shoshas is a Managing Partner of Amrop, based in Vilnius, Lithuania. Prior to joining Amrop in 2003, he had acquired over 12 years business experience, most of that time in the top management positions in pharmaceutical/ medical sector. During his career Audrius gained significant experience in companies mergers and acquisition field. Audrius started his business career as a Johnson & Johnson company representative in Lithuania in 1993. Later he worked as a Sales Director, General Director and Vice-President in the leading pharmaceutical wholesale companies AB Farmacijaand Tamro. Until joining Amrop, Audrius worked as a General Director in pharmaceutical production company Sanitas.\r\n\r\nAudrius’ search experience encompasses a broad range of industries and functional areas. He has built particular expertise in search assignments in life sciences, technology& media, industry, consumer & retail, telecommunications, financial services industries.\r\n\r\nAudrius graduated Kaunas Medical University with a Medical Doctor-Surgeon degree. He has also graduated Somerville Sales and Marketing School, New Jersey, USA.\r\n\r\nHe is fluent in Lithuanian, English, Polish and Russian.\r\nFor a number of years Audrius has been actively indulged in automobilerally sports as a professional codriver. Audrius has been participating in the World Rally Championship for five years, he has also become the multiple Lithuanian Champion and Latvian Vice-champion. Besides he is fond of travelling.', 'Audrius Šošas', '', 'inherit', 'closed', 'closed', '', '80-revision-v1', '', '', '2015-08-25 15:00:11', '2015-08-25 15:00:11', '', 80, 'http://iconcept.lv/amrop.lt/news/80-revision-v1', 0, 'revision', '', 0),
(238, 1, '2015-08-25 15:01:26', '2015-08-25 15:01:26', 'Audrius Shoshas is a Managing Partner of Amrop, based in Vilnius, Lithuania. Prior to joining Amrop in 2003, he had acquired over 12 years business experience, most of that time in the top management positions in pharmaceutical/ medical sector. During his career Audrius gained significant experience in companies mergers and acquisition field. Audrius started his business career as a Johnson & Johnson company representative in Lithuania in 1993. Later he worked as a Sales Director, General Director and Vice-President in the leading pharmaceutical wholesale companies AB Farmacijaand Tamro. Until joining Amrop, Audrius worked as a General Director in pharmaceutical production company Sanitas.\n\nAudrius’ search experience encompasses a broad range of industries and functional areas. He has built particular expertise in search assignments in life sciences, technology& media, industry, consumer & retail, telecommunications, financial services industries.\n\nAudrius graduated Kaunas Medical University with a Medical Doctor-Surgeon degree. He has also graduated Somerville Sales and Marketing School, New Jersey, USA.\n\nHe is fluent in Lithuanian, English, Polish and Russian.\nFor a number of years Audrius has been actively indulged in automobilerally sports as a professional codriver. Audrius has been participating in the World Rally Championship for five years, he has also become the multiple Lithuanian Champion and Latvian Vice-champion. Besides he is fond of travelling.', 'Aiga Ārste – Avotiņa', '', 'inherit', 'closed', 'closed', '', '41-autosave-v1', '', '', '2015-08-25 15:01:26', '2015-08-25 15:01:26', '', 41, 'http://iconcept.lv/amrop.lt/news/41-autosave-v1', 0, 'revision', '', 0),
(243, 1, '2015-08-25 15:04:16', '2015-08-25 15:04:16', 'Audrius Šošas yra Amrop Vilniaus biuro Partneris. Prieš prisijungiant prie Amrop komandos, jis įgyjo daugiau nei 12 metų patirties versle, didžiąją šio laiko dalį - aukščiausio lygio vadovaujančiose pozicijose farmacijos/medicinos sektoriuje. Savo karjeroje Audrius įgyjo svarios patirties kompanijų susijungimo bei įsigyjimo procesų valdyme. Audrius pradėjo verslo karjerą Johnson & Johnson kompanijos atstovu Lietuvoje, 1993-iaisiais. Vėliau jis dirbo pardavimų direktoriaus, generalinio direktoriaus ir viceprezidento pareigose pirmaujančiose vaistų prekybos kompanijose AB Farmacija ir Tamro. Prieš pradėdamas veiklą Amrop, Audrius dirbo generaliniu direktoriumi vaistų gamybos kompanijoje Sanitas.\r\n\r\nAudriaus vadovų paieškos patirtis apima platų verslo sričių bei funkcijų spektrą. Jis sukaupė išskirtinės kompetencijos dirbdamas su paieškos projektais farmacijos/medicinos, technologijų ir medijos, pramonės, plataus vartojimo prekių ir mažmeninės prekybos, telekomunikacijų bei finansinių paslaugų srityse.\r\n\r\nAudrius baigė Kauno medicinos universiteto medicinos gydytojo chirurgo studijas. Jis taip pat baigė mokslus Somerville pardavimų ir rinkodaros mokykloje (New Jersey, JAV). Jis laisvai kalba lietuvių, anglų, lenkų ir rusų kalbomis.\r\n\r\nIlgus metus Audrius aktyviai dalyvauja automobilių sporte kaip profesionalus šturmanas. Penkerius metus Audrius dalyvavo pasaulio ralio čempionate ir yra daugkartinis Lietuvos Čempionas ir Latvijos Vicečempionas. Be to, jis labai mėgsta keliauti.', 'Audrius Šošas', '', 'inherit', 'closed', 'closed', '', '80-revision-v1', '', '', '2015-08-25 15:04:16', '2015-08-25 15:04:16', '', 80, 'http://iconcept.lv/amrop.lt/news/80-revision-v1', 0, 'revision', '', 0),
(244, 1, '2015-08-25 15:05:35', '2015-08-25 15:05:35', 'Audrius Shoshas is a Managing Partner of Amrop, based in Vilnius, Lithuania. Prior to joining Amrop in 2003, he had acquired over 12 years business experience, most of that time in the top management positions in pharmaceutical/ medical sector. During his career Audrius gained significant experience in companies mergers and acquisition field. Audrius started his business career as a Johnson & Johnson company representative in Lithuania in 1993. Later he worked as a Sales Director, General Director and Vice-President in the leading pharmaceutical wholesale companies AB Farmacijaand Tamro. Until joining Amrop, Audrius worked as a General Director in pharmaceutical production company Sanitas.\r\n\r\nAudrius’ search experience encompasses a broad range of industries and functional areas. He has built particular expertise in search assignments in life sciences, technology& media, industry, consumer & retail, telecommunications, financial services industries.\r\n\r\nAudrius graduated Kaunas Medical University with a Medical Doctor-Surgeon degree. He has also graduated Somerville Sales and Marketing School, New Jersey, USA.\r\n\r\nHe is fluent in Lithuanian, English, Polish and Russian.\r\nFor a number of years Audrius has been actively indulged in automobilerally sports as a professional codriver. Audrius has been participating in the World Rally Championship for five years, he has also become the multiple Lithuanian Champion and Latvian Vice-champion. Besides he is fond of travelling.', 'Audrius Šošas', '', 'inherit', 'closed', 'closed', '', '41-revision-v1', '', '', '2015-08-25 15:05:35', '2015-08-25 15:05:35', '', 41, 'http://iconcept.lv/amrop.lt/news/41-revision-v1', 0, 'revision', '', 0),
(245, 1, '2015-08-25 15:08:57', '2015-08-25 15:08:57', 'Partner Gintare Betaite joined Amrop Vilnius office and started her career in executive search in spring of 2008.\r\n\r\nGintare had pursued her career in international and Lithuanian companies for over 6 years in sales and human resources management, where she mastered the peculiarities of personnel selection and recruitment, sharing various responsibilities and functions, internal communication, project management and services sales to end users and to business clients.\r\n\r\nGintare’s search experience lies within telecommunications, consumer & retail, industry, logistics, construction & real estate industries.\r\n\r\nGintare graduated from Kaunas Technological University with a bachelor degree in public administration, did her internship in a private company in the United States of America and obtained an executive MBA at the International School of Management (ISM). She speaks fluent Lithuanian, English, Russian and has basics of French.\r\n\r\nGintare is fond of travelling, books, cooking and food photography, as well as outdoor activities.', 'Gintarė Bėtaitė', '', 'publish', 'closed', 'closed', '', 'gintare-betaite', '', '', '2019-02-01 13:09:25', '2019-02-01 13:09:25', '', 9, 'http://iconcept.lv/amrop.lt/?page_id=245', 2, 'page', '', 0),
(246, 1, '2015-08-25 15:08:57', '2015-08-25 15:08:57', 'Assignment Manager Gintare Betaite joined Amrop Vilnius office and started her career in executive search in spring of 2008.\r\n\r\nGintare had pursued her career in international and Lithuanian companies for over 6 years in sales and human resources management, where she mastered the peculiarities of personnel selection and recruitment, sharing various responsibilities and functions, internal communication, project management and services sales to end users and to business clients.\r\n\r\nGintare’s search experience lies within telecommunications, consumer & retail, industry, logistics, construction & real estate industries.\r\n\r\nGintare graduated from Kaunas Technological University with a bachelor degree in public administration, did her internship in a private company in the United States of America and obtained an executive MBA at the International School of Management (ISM). She speaks fluent Lithuanian, English, Russian and has basics of French.\r\n\r\nGintare is fond of travelling, books and outdoor activities.', 'Gintarė Bėtaitė', '', 'inherit', 'closed', 'closed', '', '245-revision-v1', '', '', '2015-08-25 15:08:57', '2015-08-25 15:08:57', '', 245, 'http://iconcept.lv/amrop.lt/news/245-revision-v1', 0, 'revision', '', 0),
(247, 1, '2015-08-25 15:10:20', '2015-08-25 15:10:20', 'Assignment Manager Gintare Betaite joined Amrop Vilnius office and started her career in executive search in spring of 2008.\r\n\r\nGintare had pursued her career in international and Lithuanian companies for over 6 years in sales and human resources management, where she mastered the peculiarities of personnel selection and recruitment, sharing various responsibilities and functions, internal communication, project management and services sales to end users and to business clients.\r\n\r\nGintare’s search experience lies within telecommunications, consumer & retail, industry, logistics, construction & real estate industries.\r\n\r\nGintare graduated from Kaunas Technological University with a bachelor degree in public administration, did her internship in a private company in the United States of America and obtained an executive MBA at the International School of Management (ISM). She speaks fluent Lithuanian, English, Russian and has basics of French.\r\n\r\nGintare is fond of travelling, books and outdoor activities.', 'Gintarė Bėtaitė', '', 'inherit', 'closed', 'closed', '', '245-revision-v1', '', '', '2015-08-25 15:10:20', '2015-08-25 15:10:20', '', 245, 'http://iconcept.lv/amrop.lt/news/245-revision-v1', 0, 'revision', '', 0),
(248, 1, '2015-08-25 15:10:41', '2015-08-25 15:10:41', 'Assignment Manager Gintare Betaite joined Amrop Vilnius office and started her career in executive search in spring of 2008.\r\n\r\nGintare had pursued her career in international and Lithuanian companies for over 6 years in sales and human resources management, where she mastered the peculiarities of personnel selection and recruitment, sharing various responsibilities and functions, internal communication, project management and services sales to end users and to business clients.\r\n\r\nGintare’s search experience lies within telecommunications, consumer & retail, industry, logistics, construction & real estate industries.\r\n\r\nGintare graduated from Kaunas Technological University with a bachelor degree in public administration, did her internship in a private company in the United States of America and obtained an executive MBA at the International School of Management (ISM). She speaks fluent Lithuanian, English, Russian and has basics of French.\r\n\r\nGintare is fond of travelling, books and outdoor activities.', 'Gintarė Bėtaitė', '', 'inherit', 'closed', 'closed', '', '245-revision-v1', '', '', '2015-08-25 15:10:41', '2015-08-25 15:10:41', '', 245, 'http://iconcept.lv/amrop.lt/news/245-revision-v1', 0, 'revision', '', 0),
(249, 1, '2015-08-25 15:11:42', '2015-08-25 15:11:42', 'Partnerė Gintarė Bėtaitė darbą Amrop Vilniaus biure ir karjerą vadovų paieškoje pradėjo 2008-ųjų pavasarį.\r\n\r\nDaugiau nei 6 metus dirbusi tarptautinėse bei lietuviško kapitalo kompanijose personalo valdymo, mokymų bei pardavimų srityse, Gintarė gerai įsisavino personalo atrankos procesų specifiką, atsakomybių ir funkcijų pasidalijimo bei vidinės komunikacijos, projektų valdymo bei paslaugų pardavimo galutiniams vartotojams ir įmonėms klausimus.\r\n\r\nGintarės paieškos patirtis apima telekomunikacijų, plataus vartojimo prekių ir mažmeninės prekybos, pramonės, logistikos, statybos ir nekilnojamojo turto sritis.\r\n\r\nGintarė baigė Kauno Technologijos Universiteto viešojo administravimo bakalauro studijas, atliko praktiką kompanijoje Jungtinėse Amerikos Valstijose bei baigė Tarptautinio Ekonomikos ir Vadybos Universiteto (ISM) vadovų magistrantūros studijas. Ji laisvai kalba lietuvių, anglų, rusų kalbomis ir turi prancūzų kalbos pagrindus.\r\n\r\nGintarė mėgsta keliauti, skaityti, domisi kulinarija ir maisto fotografija bei aktyviai poilsiauja gamtoje.', 'Gintarė Bėtaitė', '', 'publish', 'closed', 'closed', '', 'gintare-betaite', '', '', '2019-02-01 13:08:58', '2019-02-01 13:08:58', '', 79, 'http://iconcept.lv/amrop.lt/?page_id=249', 2, 'page', '', 0),
(250, 1, '2015-08-25 15:11:42', '2015-08-25 15:11:42', 'Projektų vadovė Gintarė Bėtaitė darbą Amrop Vilniaus biure ir karjerą vadovų paieškoje pradėjo 2008-ųjų pavasarį.\r\n\r\nDaugiau nei 6 metus dirbusi tarptautinėse bei lietuviško kapitalo kompanijose personalo valdymo, mokymų bei pardavimų srityse, Gintarė gerai įsisavino personalo atrankos procesų specifiką, atsakomybių ir funkcijų pasidalijimo bei vidinės komunikacijos, projektų valdymo bei paslaugų pardavimo galutiniams vartotojams ir įmonėms klausimus.\r\n\r\nGintarės paieškos patirtis apima telekomunikacijų, plataus vartojimo prekių ir mažmeninės prekybos, pramonės, logistikos, statybos ir nekilnojamojo turto sritis.\r\n\r\nGintarė baigė Kauno Technologijos Universiteto viešojo administravimo bakalauro studijas, atliko praktiką kompanijoje Jungtinėse Amerikos Valstijose bei baigė Tarptautinio Ekonomikos ir Vadybos Universiteto (ISM) vadovų magistrantūros studijas. Ji laisvai kalba lietuvių, anglų, rusų kalbomis ir turi prancūzų kalbos pagrindus.\r\n\r\nGintarė mėgsta keliauti, skaityti bei aktyvų poilsį gamtoje.', 'Gintarė Bėtaitė', '', 'inherit', 'closed', 'closed', '', '249-revision-v1', '', '', '2015-08-25 15:11:42', '2015-08-25 15:11:42', '', 249, 'http://iconcept.lv/amrop.lt/news/249-revision-v1', 0, 'revision', '', 0),
(251, 1, '2015-08-25 15:13:09', '2015-08-25 15:13:09', 'Jurgita Bulvičienė joined Amrop Vilnius in May 2019 as a Researcher.\r\n\r\nPrior to joining Amrop, for ten years Jurgita has been working as a Project Coordinator in European Social Fund Agency where she gained extensive experience in building trust-based customer relations, analysing and systemizing information, formal written communication, has perfected her abilities in handling different projects in a structured manner and multitasking.\r\n\r\nJurgita’s search experience lies within life sciences, consumer & retail, telecommunications, media and automotive industries.\r\n\r\nShe has obtained a Master’s degree in Program and Project Management from Mykolas Romeris University. She is a Lithuanian native speaker, fluent in English and Russian, is an independent user of Spanish, Polish and has basics of German languages.\r\n\r\nJurgita is interested in photography, enjoys reading books, running and roller-skating. One of her biggest passions is touring Lithuania visiting forests, manors, hiking trails, towers and other scenic places with her family.', 'Jurgita Bulvičienė', '', 'draft', 'closed', 'closed', '', 'jurgita_bulviciene', '', '', '2021-09-01 09:48:01', '2021-09-01 09:48:01', '', 9, 'http://iconcept.lv/amrop.lt/?page_id=251', 3, 'page', '', 0),
(252, 1, '2015-08-25 15:13:09', '2015-08-25 15:13:09', 'Goda Kukenytė joined Amrop Vilnius in the summer of 2008 as a Project Assistant. Since 2010 working as a Reasearcher she is mainly involved in research and preparation of candidates assessments for the top and mid-level executive search assignments within different industry sectors.\r\n\r\nGoda has obtained a bachelor degree in psychology, further deepened and developed her skills and knowledge in organizational psychology by acquiring master‘s degree in Vilnius University. She is a Lithuanian native speaker, fluent in English, has the basics of Russian.\r\n\r\nPlaying tennis for more than 10 years Goda is also snowboarding, wakeboarding and is interested in photography, ceramics, books, and travelling.', 'Goda Kukenytė', '', 'inherit', 'closed', 'closed', '', '251-revision-v1', '', '', '2015-08-25 15:13:09', '2015-08-25 15:13:09', '', 251, 'http://iconcept.lv/amrop.lt/news/251-revision-v1', 0, 'revision', '', 0),
(253, 1, '2015-08-25 15:14:13', '2015-08-25 15:14:13', 'Projektų asistentė Jurgita Bulvičienė prisijungė prie Amrop Vilniaus biuro komandos 2019-ųjų metų pavasarį.\r\n\r\nDešimtmetį kordinuodama projektų įgyvendinimą Europos Socialinio Fondo Agentūroje, Jurgita įgijo daug patirties vystant pasitikėjimu grįstą ir rezultatyvią partnerystę, gerai įsisavimo vidinės ir išorinės komunikacijos specifiką, tobulino savo gebėjimus analizuoti ir sisteminti informaciją, struktūrizuotai valdyti tiek nacionalinius, tiek tarptautinius projektus ir užduotis.\r\n\r\nJurgita sistemingai dirba su vadovų paieškos projektais farmacijos/medicinos, plataus vartojimo prekių ir mažmeninės prekybos, telekomunikacijų, automobilių verslo srityse.\r\n\r\nJurgita yra baigusi programų ir projektų valdymo magistro studijas Mykolo Romerio Universitete. Ji laisvai kalba lietuvių, anglų, rusų kalbomis, turi stiprius lenkų ir ispanų kalbos pagrindus.\r\n\r\nJurgita domisi fotografija, skiria laiko knygų skaitymui, sportui bei šeimos kelionėms po Lietuvą.', 'Jurgita Bulvičienė', '', 'draft', 'closed', 'closed', '', 'jurgita_bulviciene', '', '', '2021-09-01 09:45:33', '2021-09-01 09:45:33', '', 79, 'http://iconcept.lv/amrop.lt/?page_id=253', 3, 'page', '', 0),
(729, 2, '2019-03-18 14:14:54', '2019-03-18 14:14:54', ' \r\n\r\n ', 'Jolita Surgutanovienė', '', 'inherit', 'closed', 'closed', '', '253-revision-v1', '', '', '2019-03-18 14:14:54', '2019-03-18 14:14:54', '', 253, 'http://www.amrop.lt/news/253-revision-v1', 0, 'revision', '', 0),
(751, 2, '2020-10-06 10:56:27', '2020-10-06 10:56:27', 'Jurgita Bulvičienė joined Amrop Vilnius in May 2019 as a Researcher.\r\n\r\nPrior to joining Amrop, for ten years Jurgita has been working as a Project Coordinator in European Social Fund Agency where she gained extensive experience in building trust-based customer relations, analysing and systemizing information, formal written communication, has perfected her abilities in handling different projects in a structured manner and multitasking.\r\n\r\nJurgita’s search experience lies within life sciences, consumer & retail, telecommunications, media and automotive industries.\r\n\r\nShe has obtained a Master’s degree in Program and Project Management from Mykolas Romeris University. She is a Lithuanian native speaker, fluent in English and Russian, is an independent user of Spanish, Polish and has basics of German languages.\r\n\r\nJurgita is interested in photography, enjoys reading books, running and roller-skating. One of her biggest passions is touring Lithuania visiting forests, swamps, manors, hiking trails, towers and other scenic places with her family.', 'Jurgita Bulvičienė', '', 'inherit', 'closed', 'closed', '', '251-revision-v1', '', '', '2020-10-06 10:56:27', '2020-10-06 10:56:27', '', 251, 'http://www.amrop.lt/news/251-revision-v1', 0, 'revision', '', 0),
(730, 2, '2019-03-18 14:17:20', '2019-03-18 14:17:20', 'Jolita Surgutanoviene joined Amrop Vilnius office and started her career in executive search as a Consultant in March of 2019.\r\n\r\nPrior to joining Amrop Jolita has gained extensive experience in business strategy and process management, team and organizational growth, recruitment, performance and engagement development in leading international companies, mainly in FMCG sector. Jolita started her career path in 2000 as Key Accont Manager in Mars Lithuania, later became Country Sales Manager in Eckes Granini Group, from 2009 was responsible for sales business development in Estrella Baltics. In 2012 she took a role of Market Director and member of regional Leadership team at Mars Inc. From 2015 Jolita worked as independent business and HR Consultant.\r\n\r\nJolita’s experience and understanding of business processes and challenges lies within consumer & retail, manufacturing, transportation & logistics industries.\r\n\r\nJolita graduated from Kaunas Technological University with a Bachelor’s degree in Business Administration. Later continuously updated her business knowledge in professional courses in Helsinki, Riga, Vienna, London. She is Lithuanian native speaker, fluent in English and Russian, and has good basic of Italian.\r\n\r\nJolita is practicing yoga and long walks, is interested in gardening, and reads as many books as has free time.', 'Jolita Surgutanovienė', '', 'inherit', 'closed', 'closed', '', '251-revision-v1', '', '', '2019-03-18 14:17:20', '2019-03-18 14:17:20', '', 251, 'http://www.amrop.lt/news/251-revision-v1', 0, 'revision', '', 0),
(254, 1, '2015-08-25 15:14:13', '2015-08-25 15:14:13', 'Goda Kukenytė Amrop Vilniaus biure pradėjo dirbti 2008-ųjų vasarą projektų asistente. Nuo 2010-ų metų ji užima projektų vadybininkes pareigas, kurių metų įgyjo patirties atliekant tyrimus bei ruošiant kandidatų įvertinimus aukščiausio ir vidutinio lygio pozicijų paieškos projektuose skirtingose verslo srityse.\r\n\r\nGoda yra įgyjusi psichologijos bakalauro laipsnį filosofijos fakultete, Vilniaus Universitete. Norėdama patobulintia savo žinias bei įgūdžius organizacinės psichologijos srityje, baigė magistro studijas Vilniaus Universitete. Jos gimtoji kalba yra lietuvių, ji laisvai kalba angliškai, turi rusų kalbos pagrindus.\r\n\r\nDaugiau nei 10 metų žaidžianti lauko tenisą, Goda taip pat slidinėja snieglente bei čiuožia vandenlente, domisi fotografija, knygomis bei kelionėmis.', 'Goda Kukenytė', '', 'inherit', 'closed', 'closed', '', '253-revision-v1', '', '', '2015-08-25 15:14:13', '2015-08-25 15:14:13', '', 253, 'http://iconcept.lv/amrop.lt/news/253-revision-v1', 0, 'revision', '', 0),
(255, 1, '2015-08-25 15:14:34', '2015-08-25 15:14:34', 'Goda Kukenytė Amrop Vilniaus biure pradėjo dirbti 2008-ųjų vasarą projektų asistente. Nuo 2010-ų metų ji užima projektų vadybininkes pareigas, kurių metų įgyjo patirties atliekant tyrimus bei ruošiant kandidatų įvertinimus aukščiausio ir vidutinio lygio pozicijų paieškos projektuose skirtingose verslo srityse.\r\n\r\nGoda yra įgyjusi psichologijos bakalauro laipsnį filosofijos fakultete, Vilniaus Universitete. Norėdama patobulintia savo žinias bei įgūdžius organizacinės psichologijos srityje, baigė magistro studijas Vilniaus Universitete. Jos gimtoji kalba yra lietuvių, ji laisvai kalba angliškai, turi rusų kalbos pagrindus.\r\n\r\nDaugiau nei 10 metų žaidžianti lauko tenisą, Goda taip pat slidinėja snieglente bei čiuožia vandenlente, domisi fotografija, knygomis bei kelionėmis.', 'Goda Kukenytė', '', 'inherit', 'closed', 'closed', '', '253-revision-v1', '', '', '2015-08-25 15:14:34', '2015-08-25 15:14:34', '', 253, 'http://iconcept.lv/amrop.lt/news/253-revision-v1', 0, 'revision', '', 0),
(262, 1, '2015-08-26 10:17:35', '2015-08-26 10:17:35', 'Amrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.', 'Kandidatai', '', 'inherit', 'closed', 'closed', '', '81-revision-v1', '', '', '2015-08-26 10:17:35', '2015-08-26 10:17:35', '', 81, 'http://iconcept.lv/amrop.lt/news/81-revision-v1', 0, 'revision', '', 0),
(263, 1, '2015-08-26 10:20:48', '2015-08-26 10:20:48', 'Lorem ipsum dolor sit amet, consectetur adipiscing elit. In condimentum ac tortor vestibulum posuere. Donec nec semper libero. Etiam libero metus, semper et dignissim vel, iaculis non ipsum.', 'Kontaktai', '', 'inherit', 'closed', 'closed', '', '82-autosave-v1', '', '', '2015-08-26 10:20:48', '2015-08-26 10:20:48', '', 82, 'http://iconcept.lv/amrop.lt/news/82-autosave-v1', 0, 'revision', '', 0),
(282, 1, '2015-08-27 11:07:22', '2015-08-27 11:07:22', 'Norėdami susisiekti su mumis, prašome susipažinti su mūsų kontaktinius duomenis arba atsiųskite žinutę per kontaktinę formą žemiau.', 'Kontaktai', '', 'inherit', 'closed', 'closed', '', '82-revision-v1', '', '', '2015-08-27 11:07:22', '2015-08-27 11:07:22', '', 82, 'http://iconcept.lv/amrop.lt/news/82-revision-v1', 0, 'revision', '', 0),
(264, 1, '2015-08-26 10:20:51', '2015-08-26 10:20:51', 'Lorem ipsum dolor sit amet, consectetur adipiscing elit. In condimentum ac tortor vestibulum posuere. Donec nec semper libero. Etiam libero metus, semper et dignissim vel, iaculis non ipsum.', 'Kontaktai', '', 'inherit', 'closed', 'closed', '', '82-revision-v1', '', '', '2015-08-26 10:20:51', '2015-08-26 10:20:51', '', 82, 'http://iconcept.lv/amrop.lt/news/82-revision-v1', 0, 'revision', '', 0),
(265, 1, '2015-08-26 10:21:51', '2015-08-26 10:21:51', 'Lorem ipsum dolor sit amet, consectetur adipiscing elit. In condimentum ac tortor vestibulum posuere. Donec nec semper libero. Etiam libero metus, semper et dignissim vel, iaculis non ipsum.', 'Contact', '', 'inherit', 'closed', 'closed', '', '11-revision-v1', '', '', '2015-08-26 10:21:51', '2015-08-26 10:21:51', '', 11, 'http://iconcept.lv/amrop.lt/news/11-revision-v1', 0, 'revision', '', 0),
(266, 1, '2015-08-20 10:27:38', '2015-08-20 10:27:38', '', 'Amrop Grows with New Partner Hires in EMEA and Latam', '', 'publish', 'open', 'open', '', 'amrop-grows-with-new-partner-hires-in-emea-and-latam-2', '', '', '2015-09-01 13:43:22', '2015-09-01 13:43:22', '', 0, 'http://iconcept.lv/amrop.lt/?p=266', 0, 'post', '', 0),
(267, 1, '2015-08-26 10:27:38', '2015-08-26 10:27:38', '', 'Amrop Grows with New Partner Hires in EMEA and Latam', '', 'inherit', 'closed', 'closed', '', '266-revision-v1', '', '', '2015-08-26 10:27:38', '2015-08-26 10:27:38', '', 266, 'http://iconcept.lv/amrop.lt/news/266-revision-v1', 0, 'revision', '', 0),
(268, 1, '2015-08-10 10:28:31', '2015-08-10 10:28:31', '', 'Amrop Announces New Global CEO', '', 'publish', 'open', 'open', '', 'amrop-announces-new-global-ceo-2', '', '', '2017-09-04 12:58:53', '2017-09-04 12:58:53', '', 0, 'http://iconcept.lv/amrop.lt/?p=268', 0, 'post', '', 0),
(269, 1, '2015-08-26 10:28:31', '2015-08-26 10:28:31', '', 'Amrop Announces New Global CEO', '', 'inherit', 'closed', 'closed', '', '268-revision-v1', '', '', '2015-08-26 10:28:31', '2015-08-26 10:28:31', '', 268, 'http://iconcept.lv/amrop.lt/news/268-revision-v1', 0, 'revision', '', 0);
INSERT INTO `amrp_lt_posts` (`ID`, `post_author`, `post_date`, `post_date_gmt`, `post_content`, `post_title`, `post_excerpt`, `post_status`, `comment_status`, `ping_status`, `post_password`, `post_name`, `to_ping`, `pinged`, `post_modified`, `post_modified_gmt`, `post_content_filtered`, `post_parent`, `guid`, `menu_order`, `post_type`, `post_mime_type`, `comment_count`) VALUES
(270, 1, '2014-06-06 10:45:22', '2014-06-06 10:45:22', '16 trust-building keys for hiring companies and search firms\r\n\r\nFor a relationship between a hiring company and an executive search firm to bring sustainable added value, trust is essential to secure the expectation that a promise will be delivered upon.\r\n\r\n‘’Trust arrives on foot, but leaves on horseback’’\r\n\r\nAmrop trust in executive search', 'From transaction to transformation', '', 'publish', 'open', 'open', '', 'from-transaction-to-transformation-2', '', '', '2015-08-26 10:46:02', '2015-08-26 10:46:02', '', 0, 'http://iconcept.lv/amrop.lt/?p=270', 0, 'post', '', 0),
(271, 1, '2015-08-26 10:46:02', '2015-08-26 10:46:02', '16 trust-building keys for hiring companies and search firms\r\n\r\nFor a relationship between a hiring company and an executive search firm to bring sustainable added value, trust is essential to secure the expectation that a promise will be delivered upon.\r\n\r\n‘’Trust arrives on foot, but leaves on horseback’’\r\n\r\nAmrop trust in executive search', 'From transaction to transformation', '', 'inherit', 'closed', 'closed', '', '270-revision-v1', '', '', '2015-08-26 10:46:02', '2015-08-26 10:46:02', '', 270, 'http://iconcept.lv/amrop.lt/news/270-revision-v1', 0, 'revision', '', 0),
(272, 1, '2014-05-27 10:48:03', '2014-05-27 10:48:03', 'Supervisory and Executive Boards must act in the interests of their shareholders. Not exclusively, but sustainably.\r\n\r\nHow can the owners of a company go about evaluating their highest representatives and their achievements? On what criteria should Boards expect to be evaluated, and self-evaluate? Financial results aside, this article focuses on the evaluation criteria we can find within two dimensions – material and human.\r\n\r\nAmrop board evaluation criteria', 'Board Evaluation A Shareholder Guide', '', 'publish', 'open', 'open', '', 'board-evaluation-a-shareholder-guide-2', '', '', '2015-08-26 10:48:27', '2015-08-26 10:48:27', '', 0, 'http://iconcept.lv/amrop.lt/?p=272', 0, 'post', '', 0),
(273, 1, '2015-08-26 10:48:03', '2015-08-26 10:48:03', 'Supervisory and Executive Boards must act in the interests of their shareholders. Not exclusively, but sustainably.\r\n\r\nHow can the owners of a company go about evaluating their highest representatives and their achievements? On what criteria should Boards expect to be evaluated, and self-evaluate? Financial results aside, this article focuses on the evaluation criteria we can find within two dimensions – material and human.\r\n\r\nAmrop board evaluation criteria', 'Board Evaluation A Shareholder Guide', '', 'inherit', 'closed', 'closed', '', '272-revision-v1', '', '', '2015-08-26 10:48:03', '2015-08-26 10:48:03', '', 272, 'http://iconcept.lv/amrop.lt/news/272-revision-v1', 0, 'revision', '', 0),
(274, 1, '2014-04-22 10:48:50', '2014-04-22 10:48:50', 'A merger or acquisition is an enduring yet risky ‘reboot’ strategy for organizations. And the post M&A phase is pivotal. Identifying and positioning the right leaders is a matter of vital importance, making their assessment a widespread reflex.\r\n\r\nYet the way in which senior talent is assessed can make or break the commitment of an organization’s most precious asset at vulnerable time for all. In this article, Amrop highlights core findings of recent mergers and acquisitions research and presents a set of leadership keys post M&A.\r\n\r\nAmrop - Leadership assessment post ma 1.pdf (1.45 MB)\r\n\r\nAmrop - Leadership assessment post ma 2.pdf (1.52 MB)', 'Watching me, Watching You: The Hidden Stakes of Leadership Assessment Post – M&A', '', 'publish', 'open', 'open', '', 'watching-me-watching-you-the-hidden-stakes-of-leadership-assessment-post-ma-2', '', '', '2015-08-26 10:49:15', '2015-08-26 10:49:15', '', 0, 'http://iconcept.lv/amrop.lt/?p=274', 0, 'post', '', 0),
(275, 1, '2015-08-26 10:49:15', '2015-08-26 10:49:15', 'A merger or acquisition is an enduring yet risky ‘reboot’ strategy for organizations. And the post M&A phase is pivotal. Identifying and positioning the right leaders is a matter of vital importance, making their assessment a widespread reflex.\r\n\r\nYet the way in which senior talent is assessed can make or break the commitment of an organization’s most precious asset at vulnerable time for all. In this article, Amrop highlights core findings of recent mergers and acquisitions research and presents a set of leadership keys post M&A.\r\n\r\nAmrop - Leadership assessment post ma 1.pdf (1.45 MB)\r\n\r\nAmrop - Leadership assessment post ma 2.pdf (1.52 MB)', 'Watching me, Watching You: The Hidden Stakes of Leadership Assessment Post – M&A', '', 'inherit', 'closed', 'closed', '', '274-revision-v1', '', '', '2015-08-26 10:49:15', '2015-08-26 10:49:15', '', 274, 'http://iconcept.lv/amrop.lt/news/274-revision-v1', 0, 'revision', '', 0),
(276, 1, '2014-03-04 10:49:40', '2014-03-04 10:49:40', 'How a global executive search firm partnered with a business school to reinforce its strategic positioning\r\n\r\n\"It was one of the best decisions we have ever made as a company.\"\r\n\r\nThis is how Ulrich Dade, Chairman of global executive search firm Amrop, summarizes his company\'s decision to partner with IMD beginning in 2011 to create the Trusted Advisor Program for Amrop\'s partners. His words of praise are based on the impact he has seen from the program, specifically the way it reinforces the firm\'s positioning as trusted advisor to the C-suite.\r\n\r\nAmrop sought to consolidate its position as a trusted provider of senior executive search and leadership services, and strengthen its long-term sustainability, according to Dade. It was therefore crucial that Amrop\'s partners and consultants constantly refine their ability to conduct strategic dialogues with board-level executives. The Trusted Advisor program, directed by IMD Professor Maury Peiperl, was designed to address this need.\r\n\r\nwww.imd.org/partnership-program/#/amrop/', 'IMD - PARTNERSHIP PROGRAM', '', 'publish', 'open', 'open', '', '276', '', '', '2015-09-01 13:45:28', '2015-09-01 13:45:28', '', 0, 'http://iconcept.lv/amrop.lt/?p=276', 0, 'post', '', 0),
(277, 1, '2015-08-26 10:49:57', '2015-08-26 10:49:57', 'How a global executive search firm partnered with a business school to reinforce its strategic positioning\r\n\r\n\"It was one of the best decisions we have ever made as a company.\"\r\n\r\nThis is how Ulrich Dade, Chairman of global executive search firm Amrop, summarizes his company\'s decision to partner with IMD beginning in 2011 to create the Trusted Advisor Program for Amrop\'s partners. His words of praise are based on the impact he has seen from the program, specifically the way it reinforces the firm\'s positioning as trusted advisor to the C-suite.\r\n\r\nAmrop sought to consolidate its position as a trusted provider of senior executive search and leadership services, and strengthen its long-term sustainability, according to Dade. It was therefore crucial that Amrop\'s partners and consultants constantly refine their ability to conduct strategic dialogues with board-level executives. The Trusted Advisor program, directed by IMD Professor Maury Peiperl, was designed to address this need.\r\n\r\nwww.imd.org/partnership-program/#/amrop/', '', '', 'inherit', 'closed', 'closed', '', '276-revision-v1', '', '', '2015-08-26 10:49:57', '2015-08-26 10:49:57', '', 276, 'http://iconcept.lv/amrop.lt/news/276-revision-v1', 0, 'revision', '', 0),
(278, 1, '2015-08-26 10:50:17', '2015-08-26 10:50:17', 'How a global executive search firm partnered with a business school to reinforce its strategic positioning\r\n\r\n\"It was one of the best decisions we have ever made as a company.\"\r\n\r\nThis is how Ulrich Dade, Chairman of global executive search firm Amrop, summarizes his company\'s decision to partner with IMD beginning in 2011 to create the Trusted Advisor Program for Amrop\'s partners. His words of praise are based on the impact he has seen from the program, specifically the way it reinforces the firm\'s positioning as trusted advisor to the C-suite.\r\n\r\nAmrop sought to consolidate its position as a trusted provider of senior executive search and leadership services, and strengthen its long-term sustainability, according to Dade. It was therefore crucial that Amrop\'s partners and consultants constantly refine their ability to conduct strategic dialogues with board-level executives. The Trusted Advisor program, directed by IMD Professor Maury Peiperl, was designed to address this need.\r\n\r\nwww.imd.org/partnership-program/#/amrop/', 'IMD - PARTNERSHIP PROGRAM', '', 'inherit', 'closed', 'closed', '', '276-revision-v1', '', '', '2015-08-26 10:50:17', '2015-08-26 10:50:17', '', 276, 'http://iconcept.lv/amrop.lt/news/276-revision-v1', 0, 'revision', '', 0),
(283, 1, '2015-08-27 11:15:00', '2015-08-27 11:15:00', '', 'Audrius_2', '', 'inherit', 'open', 'closed', '', 'audrius_2-2', '', '', '2015-08-27 11:15:00', '2015-08-27 11:15:00', '', 80, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/Audrius_21.jpg', 0, 'attachment', 'image/jpeg', 0),
(284, 1, '2015-08-27 11:15:01', '2015-08-27 11:15:01', '', 'Gintare', '', 'inherit', 'open', 'closed', '', 'gintare-2', '', '', '2015-08-27 11:15:01', '2015-08-27 11:15:01', '', 80, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/Gintare1.jpg', 0, 'attachment', 'image/jpeg', 0),
(285, 1, '2015-08-27 11:15:02', '2015-08-27 11:15:02', '', 'Goda', '', 'inherit', 'open', 'closed', '', 'goda-2', '', '', '2015-08-27 11:15:02', '2015-08-27 11:15:02', '', 80, 'http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/Goda1.jpg', 0, 'attachment', 'image/jpeg', 0),
(379, 1, '2015-11-03 13:39:48', '2015-11-03 13:39:48', ' ', '', '', 'publish', 'closed', 'closed', '', '379', '', '', '2020-06-12 08:35:19', '2020-06-12 08:35:19', '', 5, 'http://iconcept.lv/amrop.lt/?p=379', 9, 'nav_menu_item', '', 0),
(288, 1, '2015-08-27 11:36:40', '2015-08-27 11:36:40', '', 'Services', '', 'publish', 'closed', 'closed', '', 'services', '', '', '2020-06-12 08:35:19', '2020-06-12 08:35:19', '', 0, 'http://iconcept.lv/amrop.lt/?p=288', 6, 'nav_menu_item', '', 0),
(582, 2, '2017-03-14 10:18:23', '2017-03-14 10:18:23', '', 'Leadership Assessment', '', 'inherit', 'closed', 'closed', '', '27-revision-v1', '', '', '2017-03-14 10:18:23', '2017-03-14 10:18:23', '', 27, 'http://www.amrop.lt/news/27-revision-v1', 0, 'revision', '', 0),
(303, 1, '2015-09-01 12:21:08', '2015-09-01 12:21:08', ' ', '', '', 'publish', 'closed', 'closed', '', '303', '', '', '2020-10-06 12:54:48', '2020-10-06 12:54:48', '', 79, 'http://iconcept.lv/amrop.lt/?p=303', 11, 'nav_menu_item', '', 0),
(304, 1, '2015-09-01 12:21:08', '2015-09-01 12:21:08', ' ', '', '', 'publish', 'closed', 'closed', '', '304', '', '', '2020-10-06 12:54:48', '2020-10-06 12:54:48', '', 79, 'http://iconcept.lv/amrop.lt/?p=304', 12, 'nav_menu_item', '', 0),
(532, 2, '2016-09-23 13:24:04', '2016-09-23 13:24:04', '', 'Leadership Assessment', '', 'inherit', 'closed', 'closed', '', '27-revision-v1', '', '', '2016-09-23 13:24:04', '2016-09-23 13:24:04', '', 27, 'http://www.amrop.lt/news/27-revision-v1', 0, 'revision', '', 0),
(533, 2, '2016-09-23 13:26:15', '2016-09-23 13:26:15', 'As the strategic hubs of organizations, it is the primary task of Advisory and Executive Boards to ensure the enduring vitality of the companies they drive. Yet their own fitness is just as critical. Today’s Boards are running strategic and operational marathons, increasingly in the spotlight and challenged by share- and stakeholder groups who have never been more informed, demanding, or vocal.', 'Board Services', '', 'inherit', 'closed', 'closed', '', '375-revision-v1', '', '', '2016-09-23 13:26:15', '2016-09-23 13:26:15', '', 375, 'http://www.amrop.lt/news/375-revision-v1', 0, 'revision', '', 0),
(738, 2, '2019-03-20 13:41:18', '2019-03-20 13:41:18', '', 'Jolita (1)', '', 'inherit', 'open', 'closed', '', 'jolita-1-2', '', '', '2019-03-20 13:41:18', '2019-03-20 13:41:18', '', 251, 'http://www.amrop.lt/wp-content/uploads/2015/08/Jolita-1-1.jpg', 0, 'attachment', 'image/jpeg', 0),
(754, 2, '2020-10-06 11:08:51', '2020-10-06 11:08:51', ' ', '', '', 'publish', 'closed', 'closed', '', '754', '', '', '2020-10-06 11:09:11', '2020-10-06 11:09:11', '', 9, 'http://www.amrop.lt/news/754', 13, 'nav_menu_item', '', 0),
(755, 2, '2020-10-06 11:14:48', '2020-10-06 11:14:48', '', 'Jurgita Bulvičienė', '', 'inherit', 'open', 'closed', '', 'jurgita-bulviciene-3', '', '', '2020-10-06 11:14:48', '2020-10-06 11:14:48', '', 253, 'http://www.amrop.lt/wp-content/uploads/2015/08/Jurgita-Bulvičienė-2.jpeg', 0, 'attachment', 'image/jpeg', 0),
(756, 2, '2020-10-06 11:15:13', '2020-10-06 11:15:13', 'Konsultantė Jolita Surgutanovienė prisijungė prie Amrop komandos 2019 m. kovo mėn.\r\n\r\nJolitos profesinė karjera lyderiaujančiose tarptautinėse kompanijose leido įgyti unikalios profesinės patirties strateginių verslo sprendimų ir pardavimų proceso valdyme, tobulinti komandos formavimo bei žmogiškojo kapitalo vystymo patirtis bei dalyvauti tarptautinių komandų projektuose. Jolita pradėjo savo karjerą 2000 m. kaip svarbių klientų koordinatorė Mars Lietuva, 2004 m. užėmė pardavimų vadovės poziciją Eckes - Granini grupėje, nuo 2009 m. tapo atsakinga už pardavimų verslo vystymą Estrella Baltics įmonėje. 2012 m. Jolita grįžo į Mars kompaniją kaip Lietuvos rinkos vadovė bei prisijungė prie Europos regiono vadovų komandos, kas suteikė dar platesnę verslo procesų valdymo patirtį. Nuo 2015 metų Jolita tęsė savo profesinį kelią kaip nepriklausoma ekspertė, dirbo su paieškomis bei vadovų ugdymo programų pardavimais.\r\n\r\nJolitos profesinė patirtis apima plataus vartojimo prekių ir mažmeninės prekybos, pramonės ir logistikos verslo sritis.\r\n\r\nJolita yra baigusi Verslo administravimo studijas Kauno Technologijos Universitete, gilinusi žinias ISM Vadybos ir ekonomikos universitete bei įvairiuose profesiniuose mokymuose Suomijoje, Austrijoje, Anglijoje. Jolita laisvai kalba lietuvių, anglų, rusų kalbomis ir stiprina italų kalbos žinias.\r\n\r\nLaisvalaikiu Jolita praktikuoja jogą, daug skaito ir mėgaujasi aktyviu buvimu gamtoje.', 'Jurgita Bulvičienė', '', 'inherit', 'closed', 'closed', '', '253-revision-v1', '', '', '2020-10-06 11:15:13', '2020-10-06 11:15:13', '', 253, 'http://www.amrop.lt/news/253-revision-v1', 0, 'revision', '', 0),
(753, 2, '2020-10-06 11:03:22', '2020-10-06 11:03:22', '', 'Jurgita Bulvičienė', '', 'inherit', 'open', 'closed', '', 'jurgita-bulviciene-2', '', '', '2020-10-06 11:03:22', '2020-10-06 11:03:22', '', 251, 'http://www.amrop.lt/wp-content/uploads/2015/08/Jurgita-Bulvičienė-1.jpeg', 0, 'attachment', 'image/jpeg', 0),
(539, 2, '2016-09-26 08:03:25', '2016-09-26 08:03:25', 'Bitė Valatkaitė joined Amrop in spring of 2016 as a Researcher being involved in research and preparation of candidates’ assessments for the top and mid-level executive search projects in different industry sectors.\r\n\r\nHaving graduated from the University of Edinburgh with a Master of Arts degree in Spanish and Portuguese languages, Bitė is proficient in English, Spanish and Portuguese; she is a native Lithuanian speaker and has developed a very good knowledge of French.\r\n\r\nBitė’s innate aptitude for languages enabled her to grasp and comprehend tendencies within her own and other national cultures while exploring Europe during her studies. Bitė shows strong interpersonal skills which is evidenced by her attentive communicating and desire to learn even more languages. Using her language skills, Bitė is motivated to become a very strong and effective communicator, build networks of global relationships while developing her professional career in Amrop.', 'Bitė Valatkaitė', '', 'inherit', 'closed', 'closed', '', '251-revision-v1', '', '', '2016-09-26 08:03:25', '2016-09-26 08:03:25', '', 251, 'http://www.amrop.lt/news/251-revision-v1', 0, 'revision', '', 0),
(506, 2, '2016-05-09 14:21:23', '2016-05-09 14:21:23', 'Bitė Valatkaitė joined Amrop in spring of 2016 as a Researcher being involved in research and preparation of candidates’ assessments for the top and mid-level executive search projects in different industry sectors.\r\n\r\nHaving graduated from the University of Edinburgh with a Master of Arts degree in Spanish and Portuguese languages, Bitė is proficient in English, Spanish and Portuguese; she is a native Lithuanian speaker and has developed a very good knowledge of French.\r\n\r\nBitė’s innate aptitude for languages enabled her to grasp and comprehend tendencies within her own and other national cultures while exploring Europe during her studies. Bitė shows strong interpersonal skills which is evidenced by her attentive communicating and desire to learn even more languages. Using her language skills, Bitė is motivated to become a very strong and effective communicator, build networks of global relationships while developing her professional career in Amrop.\r\n\r\n.', 'Bitė Valatkaitė', '', 'inherit', 'closed', 'closed', '', '251-revision-v1', '', '', '2016-05-09 14:21:23', '2016-05-09 14:21:23', '', 251, 'http://www.amrop.lt/news/251-revision-v1', 0, 'revision', '', 0),
(581, 2, '2017-03-14 10:16:09', '2017-03-14 10:16:09', '', 'Leadership Assessment', '', 'inherit', 'closed', 'closed', '', '27-revision-v1', '', '', '2017-03-14 10:16:09', '2017-03-14 10:16:09', '', 27, 'http://www.amrop.lt/news/27-revision-v1', 0, 'revision', '', 0),
(297, 1, '2015-08-27 14:49:00', '2015-08-27 14:49:00', ' ', '', '', 'publish', 'closed', 'closed', '', '297', '', '', '2020-10-06 11:09:11', '2020-10-06 11:09:11', '', 9, 'http://iconcept.lv/amrop.lt/?p=297', 12, 'nav_menu_item', '', 0),
(298, 1, '2015-08-27 14:49:00', '2015-08-27 14:49:00', ' ', '', '', 'publish', 'closed', 'closed', '', '298', '', '', '2020-10-06 11:08:51', '2020-10-06 11:08:51', '', 9, 'http://iconcept.lv/amrop.lt/?p=298', 11, 'nav_menu_item', '', 0),
(308, 1, '2015-09-01 13:37:45', '2015-09-01 13:37:45', 'Human capital economy and management succession in Lithuania is characterized by increasing dynamics with accelerating speed. Companies in Lithuania are confronted with difficulties related to a worldwide trend of high management turnover. There is a realistic threat that most experienced and qualified talents will be gradually “exported” from the country.', 'Team', '', 'inherit', 'closed', 'closed', '', '9-revision-v1', '', '', '2015-09-01 13:37:45', '2015-09-01 13:37:45', '', 9, 'http://iconcept.lv/amrop.lt/news/9-revision-v1', 0, 'revision', '', 0),
(307, 1, '2015-09-01 13:37:33', '2015-09-01 13:37:33', 'Šių dienų žmogiškojo kapitalo resursų bei vadovų kaitos kompanijos viduje situaciją Lietuvoje galima būtų apibūdinti kaip nuolat besikeičiančią, dideliu pagreičiu judančią į priekį. Bendrovės Lietuvoje susiduria su sunkumais, kuriuos sukelia visuotinai egzistuojanti didelės vadovų kaitos tendencija.', 'Komanda', '', 'inherit', 'closed', 'closed', '', '79-revision-v1', '', '', '2015-09-01 13:37:33', '2015-09-01 13:37:33', '', 79, 'http://iconcept.lv/amrop.lt/news/79-revision-v1', 0, 'revision', '', 0),
(309, 1, '2015-09-01 13:39:17', '2015-09-01 13:39:17', 'Amrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.', 'Kandidatai', '', 'inherit', 'closed', 'closed', '', '81-revision-v1', '', '', '2015-09-01 13:39:17', '2015-09-01 13:39:17', '', 81, 'http://iconcept.lv/amrop.lt/news/81-revision-v1', 0, 'revision', '', 0),
(310, 1, '2015-09-01 13:52:48', '2015-09-01 13:52:48', 'Amrop yra pasaulinis vadovų paieškos tinklas pagrįstas konteksto žinojimu. Mes padedame savo klientams kurti jų verslą surasdami ateities lyderius – sėkmingiausius talentus gebančius dirbti skirtingose pasaulio rinkose.', 'Apie mus', '', 'inherit', 'closed', 'closed', '', '104-revision-v1', '', '', '2015-09-01 13:52:48', '2015-09-01 13:52:48', '', 104, 'http://iconcept.lv/amrop.lt/news/104-revision-v1', 0, 'revision', '', 0),
(311, 1, '2015-09-01 13:53:08', '2015-09-01 13:53:08', 'Amrop is a Context Driven Global Executive Search network. We help our clients build their businesses by finding ‘Leaders For What’s Next’ – top talent adept at working across borders, in markets around the world.', 'About us', '', 'inherit', 'closed', 'closed', '', '102-revision-v1', '', '', '2015-09-01 13:53:08', '2015-09-01 13:53:08', '', 102, 'http://iconcept.lv/amrop.lt/news/102-revision-v1', 0, 'revision', '', 0),
(312, 1, '2015-09-01 13:58:36', '2015-09-01 13:58:36', 'Our candidates are top executives, mid-level managers and top specialists.', 'Candidates', '', 'inherit', 'closed', 'closed', '', '14-revision-v1', '', '', '2015-09-01 13:58:36', '2015-09-01 13:58:36', '', 14, 'http://iconcept.lv/amrop.lt/news/14-revision-v1', 0, 'revision', '', 0),
(313, 1, '2015-09-01 14:10:32', '2015-09-01 14:10:32', 'Our candidates are top executives, mid-level managers and top specialists.', 'Candidates', '', 'inherit', 'closed', 'closed', '', '14-revision-v1', '', '', '2015-09-01 14:10:32', '2015-09-01 14:10:32', '', 14, 'http://iconcept.lv/amrop.lt/news/14-revision-v1', 0, 'revision', '', 0),
(314, 1, '2015-09-01 14:27:11', '2015-09-01 14:27:11', 'Our candidates are top executives, mid-level managers and top specialists.', 'Candidates', '', 'inherit', 'closed', 'closed', '', '14-revision-v1', '', '', '2015-09-01 14:27:11', '2015-09-01 14:27:11', '', 14, 'http://iconcept.lv/amrop.lt/news/14-revision-v1', 0, 'revision', '', 0),
(315, 1, '2015-09-01 14:30:55', '2015-09-01 14:30:55', 'To reach us please find our contact details or send us a message via contact form below.', 'Contacts', '', 'inherit', 'closed', 'closed', '', '11-revision-v1', '', '', '2015-09-01 14:30:55', '2015-09-01 14:30:55', '', 11, 'http://iconcept.lv/amrop.lt/news/11-revision-v1', 0, 'revision', '', 0),
(316, 1, '2015-09-01 14:31:10', '2015-09-01 14:31:10', 'Susisiekite su mumis pateikta kontaktine informacija arba atsiųskite mums žinutę žemiau esančia kontakto forma.', 'Kontaktai', '', 'inherit', 'closed', 'closed', '', '82-revision-v1', '', '', '2015-09-01 14:31:10', '2015-09-01 14:31:10', '', 82, 'http://iconcept.lv/amrop.lt/news/82-revision-v1', 0, 'revision', '', 0),
(317, 1, '2015-09-01 14:34:13', '2015-09-01 14:34:13', 'Audrius Shoshas is a Managing Partner of Amrop, based in Vilnius, Lithuania. Prior to joining Amrop in 2003, he had acquired over 12 years business experience, most of that time in the top management positions in pharmaceutical/ medical sector. During his career Audrius gained significant experience in companies mergers and acquisition field. Audrius started his business career as a Johnson & Johnson company representative in Lithuania in 1993. Later he worked as a Sales Director, General Director and Vice-President in the leading pharmaceutical wholesale companies AB Farmacijaand Tamro. Until joining Amrop, Audrius worked as a General Director in pharmaceutical production company Sanitas.\r\n\r\nAudrius’ search experience encompasses a broad range of industries and functional areas. He has built particular expertise in search assignments in life sciences, technology& media, industry, consumer & retail, telecommunications, financial services industries.\r\n\r\nAudrius graduated Kaunas Medical University with a Medical Doctor-Surgeon degree. He has also graduated Somerville Sales and Marketing School, New Jersey, USA.\r\n\r\nHe is fluent in Lithuanian, English, Polish and Russian.\r\nFor a number of years Audrius has been actively indulged in automobilerally sports as a professional codriver. Audrius has been participating in the World Rally Championship for five years, he has also become the multiple Lithuanian Champion and Latvian Vice-champion. Besides he is fond of travelling.', 'Audrius Šošas', '', 'inherit', 'closed', 'closed', '', '41-revision-v1', '', '', '2015-09-01 14:34:13', '2015-09-01 14:34:13', '', 41, 'http://iconcept.lv/amrop.lt/news/41-revision-v1', 0, 'revision', '', 0),
(318, 1, '2015-09-01 14:34:36', '2015-09-01 14:34:36', 'Assignment Manager Gintare Betaite joined Amrop Vilnius office and started her career in executive search in spring of 2008.\r\n\r\nGintare had pursued her career in international and Lithuanian companies for over 6 years in sales and human resources management, where she mastered the peculiarities of personnel selection and recruitment, sharing various responsibilities and functions, internal communication, project management and services sales to end users and to business clients.\r\n\r\nGintare’s search experience lies within telecommunications, consumer & retail, industry, logistics, construction & real estate industries.\r\n\r\nGintare graduated from Kaunas Technological University with a bachelor degree in public administration, did her internship in a private company in the United States of America and obtained an executive MBA at the International School of Management (ISM). She speaks fluent Lithuanian, English, Russian and has basics of French.\r\n\r\nGintare is fond of travelling, books and outdoor activities.', 'Gintarė Bėtaitė', '', 'inherit', 'closed', 'closed', '', '245-revision-v1', '', '', '2015-09-01 14:34:36', '2015-09-01 14:34:36', '', 245, 'http://iconcept.lv/amrop.lt/news/245-revision-v1', 0, 'revision', '', 0),
(319, 1, '2015-09-01 14:34:50', '2015-09-01 14:34:50', 'Goda Kukenytė joined Amrop Vilnius in the summer of 2008 as a Project Assistant. Since 2010 working as a Reasearcher she is mainly involved in research and preparation of candidates assessments for the top and mid-level executive search assignments within different industry sectors.\r\n\r\nGoda has obtained a bachelor degree in psychology, further deepened and developed her skills and knowledge in organizational psychology by acquiring master‘s degree in Vilnius University. She is a Lithuanian native speaker, fluent in English, has the basics of Russian.\r\n\r\nPlaying tennis for more than 10 years Goda is also snowboarding, wakeboarding and is interested in photography, ceramics, books, and travelling.', 'Goda Kukenytė', '', 'inherit', 'closed', 'closed', '', '251-revision-v1', '', '', '2015-09-01 14:34:50', '2015-09-01 14:34:50', '', 251, 'http://iconcept.lv/amrop.lt/news/251-revision-v1', 0, 'revision', '', 0),
(731, 2, '2019-03-20 10:39:47', '2019-03-20 10:39:47', '', 'Jolita (1)', '', 'inherit', 'open', 'closed', '', 'jolita-1', '', '', '2019-03-20 10:39:47', '2019-03-20 10:39:47', '', 253, 'http://www.amrop.lt/wp-content/uploads/2015/08/Jolita-1.jpg', 0, 'attachment', 'image/jpeg', 0),
(513, 2, '2016-05-16 09:42:05', '2016-05-16 09:42:05', 'Bitė Valatkaitė pradėjo dirbti Amrop 2016 metų pavasarį projektų vadybininke ir yra atsakinga už rinkos tyrimus bei kandidatų įvertinimų ruošimą aukščiausio ir vidurinio lygio vadovų paieškų projektuose įvairioms verslo sritims.\r\n\r\nBitė baigė ispanų ir portugalų kalbų magistro studijas Edinburgo universitete ir yra puikiai įvaldžiusi anglų, ispanų ir portugalų kalbas. Be savo gimtosios lietuvių kalbos, ji puikiai kalba prancūziškai. Bitės įgimtas gabumas kalboms leidžia jai puikiai pajusti ir suvokti įvairių kultūrų tendencijas tyrinėjant Europą savo studijų metais. Ji turi puikius bendravimo įgūdžius, bei didelį norą išmokti daugiau kalbų. Bitė yra motyvuota asmenybė, pasiryžusi tapti stipria bei profesionale komunikatore, išvystyti platų globalių ryšių tinklą bei siekti karjeros Amrope.\r\n\r\n ', 'Bitė Valatkaitė', '', 'inherit', 'closed', 'closed', '', '253-revision-v1', '', '', '2016-05-16 09:42:05', '2016-05-16 09:42:05', '', 253, 'http://www.amrop.lt/news/253-revision-v1', 0, 'revision', '', 0),
(514, 2, '2016-05-16 09:44:55', '2016-05-16 09:44:55', 'Bitė Valatkaitė pradėjo dirbti Amrop 2016 metų pavasarį projektų vadybininke ir yra atsakinga už rinkos tyrimus bei kandidatų įvertinimų ruošimą aukščiausio ir vidurinio lygio vadovų paieškų projektuose įvairioms verslo sritims.\r\n\r\nBitė baigė ispanų ir portugalų kalbų magistro studijas Edinburgo universitete ir yra puikiai įvaldžiusi anglų, ispanų ir portugalų kalbas. Be savo gimtosios lietuvių kalbos, ji puikiai kalba prancūziškai. Bitės įgimtas gabumas kalboms leido jai puikiai pajusti ir suvokti įvairių kultūrų tendencijas tyrinėjant Europą savo studijų metais. Ji turi puikius bendravimo įgūdžius, bei didelį norą išmokti daugiau kalbų. Bitė yra motyvuota asmenybė, pasiryžusi tapti stipria bei profesionalia komunikatore, išvystyti platų globalių ryšių tinklą bei siekti karjeros Amrop.\r\n\r\n ', 'Bitė Valatkaitė', '', 'inherit', 'closed', 'closed', '', '253-revision-v1', '', '', '2016-05-16 09:44:55', '2016-05-16 09:44:55', '', 253, 'http://www.amrop.lt/news/253-revision-v1', 0, 'revision', '', 0),
(322, 1, '2015-09-01 14:40:39', '2015-09-01 14:40:39', 'To reach us please find our contact details or send us a message via contact form below.', 'Contacts', '', 'inherit', 'closed', 'closed', '', '11-revision-v1', '', '', '2015-09-01 14:40:39', '2015-09-01 14:40:39', '', 11, 'http://iconcept.lv/amrop.lt/news/11-revision-v1', 0, 'revision', '', 0),
(323, 1, '2015-09-01 14:40:52', '2015-09-01 14:40:52', 'Susisiekite su mumis pateikta kontaktine informacija arba atsiųskite mums žinutę žemiau esančia kontakto forma.', 'Kontaktai', '', 'inherit', 'closed', 'closed', '', '82-revision-v1', '', '', '2015-09-01 14:40:52', '2015-09-01 14:40:52', '', 82, 'http://iconcept.lv/amrop.lt/news/82-revision-v1', 0, 'revision', '', 0),
(330, 1, '2015-09-17 11:08:38', '2015-09-17 11:08:38', 'Goda Kukenytė joined Amrop Vilnius in the summer of 2008 as a Project Assistant. Since 2010 working as a Reasearcher she is mainly involved in research and preparation of candidates assessments for the top and mid-level executive search assignments within different industry sectors.\r\n\r\nGoda has obtained a bachelor degree in psychology, further deepened and developed her skills and knowledge in organizational psychology by acquiring master‘s degree in Vilnius University. She is a Lithuanian native speaker, fluent in English, has the basics of Russian.\r\n\r\nPlaying tennis for more than 10 years Goda is also snowboarding, wakeboarding and is interested in photography, ceramics, books, and travelling.', 'Goda Kukenytė', '', 'inherit', 'closed', 'closed', '', '251-revision-v1', '', '', '2015-09-17 11:08:38', '2015-09-17 11:08:38', '', 251, 'http://iconcept.lv/amrop.lt/news/251-revision-v1', 0, 'revision', '', 0),
(331, 1, '2015-09-17 11:11:07', '2015-09-17 11:11:07', 'Goda Kukenytė joined Amrop Vilnius in the summer of 2008 as a Project Assistant. Since 2010 working as a Reasearcher she is mainly involved in research and preparation of candidates assessments for the top and mid-level executive search assignments within different industry sectors.\r\n\r\nGoda has obtained a bachelor degree in psychology, further deepened and developed her skills and knowledge in organizational psychology by acquiring master‘s degree in Vilnius University. She is a Lithuanian native speaker, fluent in English, has the basics of Russian.\r\n\r\nPlaying tennis for more than 10 years Goda is also snowboarding, wakeboarding and is interested in photography, ceramics, books, and travelling.', 'Goda Kukenytė', '', 'inherit', 'closed', 'closed', '', '251-revision-v1', '', '', '2015-09-17 11:11:07', '2015-09-17 11:11:07', '', 251, 'http://iconcept.lv/amrop.lt/news/251-revision-v1', 0, 'revision', '', 0),
(332, 1, '2015-09-17 11:12:07', '2015-09-17 11:12:07', 'Goda Kukenytė Amrop Vilniaus biure pradėjo dirbti 2008-ųjų vasarą projektų asistente. Nuo 2010-ų metų ji užima projektų vadybininkes pareigas, kurių metų įgyjo patirties atliekant tyrimus bei ruošiant kandidatų įvertinimus aukščiausio ir vidutinio lygio pozicijų paieškos projektuose skirtingose verslo srityse.\r\n\r\nGoda yra įgyjusi psichologijos bakalauro laipsnį filosofijos fakultete, Vilniaus Universitete. Norėdama patobulintia savo žinias bei įgūdžius organizacinės psichologijos srityje, baigė magistro studijas Vilniaus Universitete. Jos gimtoji kalba yra lietuvių, ji laisvai kalba angliškai, turi rusų kalbos pagrindus.\r\n\r\nDaugiau nei 10 metų žaidžianti lauko tenisą, Goda taip pat slidinėja snieglente bei čiuožia vandenlente, domisi fotografija, knygomis bei kelionėmis.', 'Goda Kukenytė', '', 'inherit', 'closed', 'closed', '', '253-revision-v1', '', '', '2015-09-17 11:12:07', '2015-09-17 11:12:07', '', 253, 'http://iconcept.lv/amrop.lt/news/253-revision-v1', 0, 'revision', '', 0),
(333, 1, '2015-09-17 11:12:53', '2015-09-17 11:12:53', 'Goda Kukenytė joined Amrop Vilnius in the summer of 2008 as a Project Assistant. Since 2010 working as a Reasearcher she is mainly involved in research and preparation of candidates assessments for the top and mid-level executive search assignments within different industry sectors.\r\n\r\nGoda has obtained a bachelor degree in psychology, further deepened and developed her skills and knowledge in organizational psychology by acquiring master‘s degree in Vilnius University. She is a Lithuanian native speaker, fluent in English, has the basics of Russian.\r\n\r\nPlaying tennis for more than 10 years Goda is also snowboarding, wakeboarding and is interested in photography, ceramics, books, and travelling.', 'Goda Kukenytė', '', 'inherit', 'closed', 'closed', '', '251-revision-v1', '', '', '2015-09-17 11:12:53', '2015-09-17 11:12:53', '', 251, 'http://iconcept.lv/amrop.lt/news/251-revision-v1', 0, 'revision', '', 0),
(334, 1, '2015-09-17 11:15:04', '2015-09-17 11:15:04', 'Audrius Shoshas is a Managing Partner of Amrop, based in Vilnius, Lithuania. Prior to joining Amrop in 2003, he had acquired over 12 years business experience, most of that time in the top management positions in pharmaceutical/ medical sector. During his career Audrius gained significant experience in companies mergers and acquisition field. Audrius started his business career as a Johnson & Johnson company representative in Lithuania in 1993. Later he worked as a Sales Director, General Director and Vice-President in the leading pharmaceutical wholesale companies AB Farmacijaand Tamro. Until joining Amrop, Audrius worked as a General Director in pharmaceutical production company Sanitas.\r\n\r\nAudrius’ search experience encompasses a broad range of industries and functional areas. He has built particular expertise in search assignments in life sciences, technology& media, industry, consumer & retail, telecommunications, financial services industries.\r\n\r\nAudrius graduated Kaunas Medical University with a Medical Doctor-Surgeon degree. He has also graduated Somerville Sales and Marketing School, New Jersey, USA.\r\n\r\nHe is fluent in Lithuanian, English, Polish and Russian.\r\nFor a number of years Audrius has been actively indulged in automobilerally sports as a professional codriver. Audrius has been participating in the World Rally Championship for five years, he has also become the multiple Lithuanian Champion and Latvian Vice-champion. Besides he is fond of travelling.', 'Audrius Šošas', '', 'inherit', 'closed', 'closed', '', '41-revision-v1', '', '', '2015-09-17 11:15:04', '2015-09-17 11:15:04', '', 41, 'http://iconcept.lv/amrop.lt/news/41-revision-v1', 0, 'revision', '', 0),
(335, 1, '2015-09-17 11:15:17', '2015-09-17 11:15:17', 'Audrius Šošas yra Amrop Vilniaus biuro Partneris. Prieš prisijungiant prie Amrop komandos, jis įgyjo daugiau nei 12 metų patirties versle, didžiąją šio laiko dalį - aukščiausio lygio vadovaujančiose pozicijose farmacijos/medicinos sektoriuje. Savo karjeroje Audrius įgyjo svarios patirties kompanijų susijungimo bei įsigyjimo procesų valdyme. Audrius pradėjo verslo karjerą Johnson & Johnson kompanijos atstovu Lietuvoje, 1993-iaisiais. Vėliau jis dirbo pardavimų direktoriaus, generalinio direktoriaus ir viceprezidento pareigose pirmaujančiose vaistų prekybos kompanijose AB Farmacija ir Tamro. Prieš pradėdamas veiklą Amrop, Audrius dirbo generaliniu direktoriumi vaistų gamybos kompanijoje Sanitas.\r\n\r\nAudriaus vadovų paieškos patirtis apima platų verslo sričių bei funkcijų spektrą. Jis sukaupė išskirtinės kompetencijos dirbdamas su paieškos projektais farmacijos/medicinos, technologijų ir medijos, pramonės, plataus vartojimo prekių ir mažmeninės prekybos, telekomunikacijų bei finansinių paslaugų srityse.\r\n\r\nAudrius baigė Kauno medicinos universiteto medicinos gydytojo chirurgo studijas. Jis taip pat baigė mokslus Somerville pardavimų ir rinkodaros mokykloje (New Jersey, JAV). Jis laisvai kalba lietuvių, anglų, lenkų ir rusų kalbomis.\r\n\r\nIlgus metus Audrius aktyviai dalyvauja automobilių sporte kaip profesionalus šturmanas. Penkerius metus Audrius dalyvavo pasaulio ralio čempionate ir yra daugkartinis Lietuvos Čempionas ir Latvijos Vicečempionas. Be to, jis labai mėgsta keliauti.', 'Audrius Šošas', '', 'inherit', 'closed', 'closed', '', '80-revision-v1', '', '', '2015-09-17 11:15:17', '2015-09-17 11:15:17', '', 80, 'http://iconcept.lv/amrop.lt/news/80-revision-v1', 0, 'revision', '', 0),
(336, 1, '2015-09-17 11:15:49', '2015-09-17 11:15:49', 'Assignment Manager Gintare Betaite joined Amrop Vilnius office and started her career in executive search in spring of 2008.\r\n\r\nGintare had pursued her career in international and Lithuanian companies for over 6 years in sales and human resources management, where she mastered the peculiarities of personnel selection and recruitment, sharing various responsibilities and functions, internal communication, project management and services sales to end users and to business clients.\r\n\r\nGintare’s search experience lies within telecommunications, consumer & retail, industry, logistics, construction & real estate industries.\r\n\r\nGintare graduated from Kaunas Technological University with a bachelor degree in public administration, did her internship in a private company in the United States of America and obtained an executive MBA at the International School of Management (ISM). She speaks fluent Lithuanian, English, Russian and has basics of French.\r\n\r\nGintare is fond of travelling, books and outdoor activities.', 'Gintarė Bėtaitė', '', 'inherit', 'closed', 'closed', '', '245-revision-v1', '', '', '2015-09-17 11:15:49', '2015-09-17 11:15:49', '', 245, 'http://iconcept.lv/amrop.lt/news/245-revision-v1', 0, 'revision', '', 0),
(337, 1, '2015-09-17 11:16:06', '2015-09-17 11:16:06', 'Projektų vadovė Gintarė Bėtaitė darbą Amrop Vilniaus biure ir karjerą vadovų paieškoje pradėjo 2008-ųjų pavasarį.\r\n\r\nDaugiau nei 6 metus dirbusi tarptautinėse bei lietuviško kapitalo kompanijose personalo valdymo, mokymų bei pardavimų srityse, Gintarė gerai įsisavino personalo atrankos procesų specifiką, atsakomybių ir funkcijų pasidalijimo bei vidinės komunikacijos, projektų valdymo bei paslaugų pardavimo galutiniams vartotojams ir įmonėms klausimus.\r\n\r\nGintarės paieškos patirtis apima telekomunikacijų, plataus vartojimo prekių ir mažmeninės prekybos, pramonės, logistikos, statybos ir nekilnojamojo turto sritis.\r\n\r\nGintarė baigė Kauno Technologijos Universiteto viešojo administravimo bakalauro studijas, atliko praktiką kompanijoje Jungtinėse Amerikos Valstijose bei baigė Tarptautinio Ekonomikos ir Vadybos Universiteto (ISM) vadovų magistrantūros studijas. Ji laisvai kalba lietuvių, anglų, rusų kalbomis ir turi prancūzų kalbos pagrindus.\r\n\r\nGintarė mėgsta keliauti, skaityti bei aktyvų poilsį gamtoje.', 'Gintarė Bėtaitė', '', 'inherit', 'closed', 'closed', '', '249-revision-v1', '', '', '2015-09-17 11:16:06', '2015-09-17 11:16:06', '', 249, 'http://iconcept.lv/amrop.lt/news/249-revision-v1', 0, 'revision', '', 0),
(728, 2, '2019-02-11 14:54:30', '2019-02-11 14:54:30', '', 'Candidates', '', 'inherit', 'closed', 'closed', '', '14-revision-v1', '', '', '2019-02-11 14:54:30', '2019-02-11 14:54:30', '', 14, 'http://www.amrop.lt/news/14-revision-v1', 0, 'revision', '', 0),
(725, 2, '2019-02-11 14:51:08', '2019-02-11 14:51:08', '', 'CV formą', '', 'inherit', 'open', 'closed', '', 'cv-template_amrop-4', '', '', '2019-02-11 14:52:23', '2019-02-11 14:52:23', '', 81, 'http://www.amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop-2.doc', 0, 'attachment', 'application/msword', 0),
(726, 2, '2019-02-11 14:52:33', '2019-02-11 14:52:33', '', 'Kandidatai', '', 'inherit', 'closed', 'closed', '', '81-revision-v1', '', '', '2019-02-11 14:52:33', '2019-02-11 14:52:33', '', 81, 'http://www.amrop.lt/news/81-revision-v1', 0, 'revision', '', 0),
(727, 2, '2019-02-11 14:53:56', '2019-02-11 14:53:56', '', 'Please use Amrop CV template', '', 'inherit', 'open', 'closed', '', 'cv-template_amrop-5', '', '', '2019-02-11 14:54:22', '2019-02-11 14:54:22', '', 14, 'http://www.amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop-3.doc', 0, 'attachment', 'application/msword', 0),
(734, 2, '2019-03-20 13:01:24', '2019-03-20 13:01:24', '', 'Jolita 2', '', 'inherit', 'open', 'closed', '', 'jolita-2', '', '', '2019-03-20 13:01:24', '2019-03-20 13:01:24', '', 253, 'http://www.amrop.lt/wp-content/uploads/2015/08/Jolita-2.jpg', 0, 'attachment', 'image/jpeg', 0),
(737, 2, '2019-03-20 13:38:02', '2019-03-20 13:38:02', 'Valdybų, kaip strateginių organizacijų centrų, svarbiausia užduotis yra užtikrinti jų valdomų įmonių ilgalaikį gyvybingumą. Jų pačių tinkamumas yra lygiai taip pat svarbus. Šiandieninės valdybos atsakingos už strateginius ir operatyvinius maratonus. Akcininkai ir kitos suintereruotosios šalys dar niekuomet nebuvo geriau informuoti, reikalaujantys ar iškalbingi, todėl valdybos tampa vis labiau matomos bei išbandomos.', 'Valdybos paslaugos', '', 'inherit', 'closed', 'closed', '', '377-autosave-v1', '', '', '2019-03-20 13:38:02', '2019-03-20 13:38:02', '', 377, 'http://www.amrop.lt/news/377-autosave-v1', 0, 'revision', '', 0),
(340, 1, '2015-09-17 11:17:35', '2015-09-17 11:17:35', 'Human capital economy and management succession in Lithuania is characterized by increasing dynamics with accelerating speed. Companies in Lithuania are confronted with difficulties related to a worldwide trend of high management turnover. There is a realistic threat that most experienced and qualified talents will be gradually “exported” from the country.', 'Team', '', 'inherit', 'closed', 'closed', '', '9-revision-v1', '', '', '2015-09-17 11:17:35', '2015-09-17 11:17:35', '', 9, 'http://iconcept.lv/amrop.lt/news/9-revision-v1', 0, 'revision', '', 0),
(341, 1, '2015-09-17 11:17:46', '2015-09-17 11:17:46', 'Šių dienų žmogiškojo kapitalo resursų bei vadovų kaitos kompanijos viduje situaciją Lietuvoje galima būtų apibūdinti kaip nuolat besikeičiančią, dideliu pagreičiu judančią į priekį. Bendrovės Lietuvoje susiduria su sunkumais, kuriuos sukelia visuotinai egzistuojanti didelės vadovų kaitos tendencija.', 'Komanda', '', 'inherit', 'closed', 'closed', '', '79-revision-v1', '', '', '2015-09-17 11:17:46', '2015-09-17 11:17:46', '', 79, 'http://iconcept.lv/amrop.lt/news/79-revision-v1', 0, 'revision', '', 0),
(342, 1, '2015-09-17 11:20:59', '2015-09-17 11:20:59', 'Our candidates are top executives, mid-level managers and top specialists.', 'Candidates', '', 'inherit', 'closed', 'closed', '', '14-revision-v1', '', '', '2015-09-17 11:20:59', '2015-09-17 11:20:59', '', 14, 'http://iconcept.lv/amrop.lt/news/14-revision-v1', 0, 'revision', '', 0),
(343, 1, '2015-09-17 11:21:24', '2015-09-17 11:21:24', 'Amrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.', 'Kandidatai', '', 'inherit', 'closed', 'closed', '', '81-revision-v1', '', '', '2015-09-17 11:21:24', '2015-09-17 11:21:24', '', 81, 'http://iconcept.lv/amrop.lt/news/81-revision-v1', 0, 'revision', '', 0),
(344, 1, '2015-09-17 11:21:59', '2015-09-17 11:21:59', 'To reach us please find our contact details or send us a message via contact form below.', 'Contacts', '', 'inherit', 'closed', 'closed', '', '11-revision-v1', '', '', '2015-09-17 11:21:59', '2015-09-17 11:21:59', '', 11, 'http://iconcept.lv/amrop.lt/news/11-revision-v1', 0, 'revision', '', 0),
(345, 1, '2015-09-17 11:22:11', '2015-09-17 11:22:11', 'Susisiekite su mumis pateikta kontaktine informacija arba atsiųskite mums žinutę žemiau esančia kontakto forma.', 'Kontaktai', '', 'inherit', 'closed', 'closed', '', '82-revision-v1', '', '', '2015-09-17 11:22:11', '2015-09-17 11:22:11', '', 82, 'http://iconcept.lv/amrop.lt/news/82-revision-v1', 0, 'revision', '', 0),
(499, 2, '2016-02-02 14:36:57', '2016-02-02 14:36:57', 'Vyresnioji konsultantė Gintarė Bėtaitė darbą Amrop Vilniaus biure ir karjerą vadovų paieškoje pradėjo 2008-ųjų pavasarį.\r\n\r\nDaugiau nei 6 metus dirbusi tarptautinėse bei lietuviško kapitalo kompanijose personalo valdymo, mokymų bei pardavimų srityse, Gintarė gerai įsisavino personalo atrankos procesų specifiką, atsakomybių ir funkcijų pasidalijimo bei vidinės komunikacijos, projektų valdymo bei paslaugų pardavimo galutiniams vartotojams ir įmonėms klausimus.\r\n\r\nGintarės paieškos patirtis apima telekomunikacijų, plataus vartojimo prekių ir mažmeninės prekybos, pramonės, logistikos, statybos ir nekilnojamojo turto sritis.\r\n\r\nGintarė baigė Kauno Technologijos Universiteto viešojo administravimo bakalauro studijas, atliko praktiką kompanijoje Jungtinėse Amerikos Valstijose bei baigė Tarptautinio Ekonomikos ir Vadybos Universiteto (ISM) vadovų magistrantūros studijas. Ji laisvai kalba lietuvių, anglų, rusų kalbomis ir turi prancūzų kalbos pagrindus.\r\n\r\nGintarė mėgsta keliauti, skaityti bei aktyvų poilsį gamtoje.', 'Gintarė Bėtaitė', '', 'inherit', 'closed', 'closed', '', '249-revision-v1', '', '', '2016-02-02 14:36:57', '2016-02-02 14:36:57', '', 249, 'http://www.amrop.lt/news/249-revision-v1', 0, 'revision', '', 0),
(500, 2, '2016-02-02 14:37:42', '2016-02-02 14:37:42', 'Audrius Shoshas is a Managing Partner of Amrop, based in Vilnius, Lithuania. Prior to joining Amrop in 2003, he had acquired over 12 years business experience, most of that time in the top management positions in pharmaceutical/ medical sector. During his career Audrius gained significant experience in companies\' mergers and acquisition field. Audrius started his business career as a Johnson & Johnson company representative in Lithuania in 1993. Later he worked as a Sales Director, General Director and Vice-President in the leading pharmaceutical wholesale companies AB Farmacijaand Tamro. Until joining Amrop, Audrius worked as a General Director in pharmaceutical production company Sanitas.\r\n\r\nAudrius’ search experience encompasses a broad range of industries and functional areas. He has built particular expertise in search assignments in life sciences, technology& media, industry, consumer & retail, telecommunications, financial services industries.\r\n\r\nAudrius graduated Kaunas Medical University with a Medical Doctor-Surgeon degree. He has also graduated Somerville Sales and Marketing School, New Jersey, USA.\r\n\r\nHe is fluent in Lithuanian, English, Polish and Russian.\r\nFor a number of years Audrius has been actively indulged in automobilerally sports as a professional codriver. Audrius has been participating in the World Rally Championship for five years, he has also become the multiple Lithuanian Champion and Latvian Vice-champion. Besides he is fond of travelling.', 'Audrius Šošas', '', 'inherit', 'closed', 'closed', '', '41-revision-v1', '', '', '2016-02-02 14:37:42', '2016-02-02 14:37:42', '', 41, 'http://www.amrop.lt/news/41-revision-v1', 0, 'revision', '', 0);
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(541, 2, '2016-09-27 10:27:57', '2016-09-27 10:27:57', 'Vyresnioji konsultantė Gintarė Bėtaitė darbą Amrop Vilniaus biure ir karjerą vadovų paieškoje pradėjo 2008-ųjų pavasarį.\r\n\r\nDaugiau nei 6 metus dirbusi tarptautinėse bei lietuviško kapitalo kompanijose personalo valdymo, mokymų bei pardavimų srityse, Gintarė gerai įsisavino personalo atrankos procesų specifiką, atsakomybių ir funkcijų pasidalijimo bei vidinės komunikacijos, projektų valdymo bei paslaugų pardavimo galutiniams vartotojams ir įmonėms klausimus.\r\n\r\nGintarės paieškos patirtis apima telekomunikacijų, plataus vartojimo prekių ir mažmeninės prekybos, pramonės, logistikos, statybos ir nekilnojamojo turto sritis.\r\n\r\nGintarė baigė Kauno Technologijos Universiteto viešojo administravimo bakalauro studijas, atliko praktiką kompanijoje Jungtinėse Amerikos Valstijose bei baigė Tarptautinio Ekonomikos ir Vadybos Universiteto (ISM) vadovų magistrantūros studijas. Ji laisvai kalba lietuvių, anglų, rusų kalbomis ir turi prancūzų kalbos pagrindus.\r\n\r\nGintarė mėgsta keliauti, skaityti, domisi kulinarija ir maisto fotografija bei aktyviai poilsiauja gamtoje.', 'Gintarė Bėtaitė', '', 'inherit', 'closed', 'closed', '', '249-revision-v1', '', '', '2016-09-27 10:27:57', '2016-09-27 10:27:57', '', 249, 'http://www.amrop.lt/news/249-revision-v1', 0, 'revision', '', 0),
(542, 2, '2016-09-27 10:29:04', '2016-09-27 10:29:04', 'Senior Consultant Gintare Betaite joined Amrop Vilnius office and started her career in executive search in spring of 2008.\r\n\r\nGintare had pursued her career in international and Lithuanian companies for over 6 years in sales and human resources management, where she mastered the peculiarities of personnel selection and recruitment, sharing various responsibilities and functions, internal communication, project management and services sales to end users and to business clients.\r\n\r\nGintare’s search experience lies within telecommunications, consumer & retail, industry, logistics, construction & real estate industries.\r\n\r\nGintare graduated from Kaunas Technological University with a bachelor degree in public administration, did her internship in a private company in the United States of America and obtained an executive MBA at the International School of Management (ISM). She speaks fluent Lithuanian, English, Russian and has basics of French.\r\n\r\nGintare is fond of travelling, books, cooking and food photography, as well as outdoor activities.', 'Gintarė Bėtaitė', '', 'inherit', 'closed', 'closed', '', '245-revision-v1', '', '', '2016-09-27 10:29:04', '2016-09-27 10:29:04', '', 245, 'http://www.amrop.lt/news/245-revision-v1', 0, 'revision', '', 0),
(543, 2, '2016-09-28 06:57:31', '2016-09-28 06:57:31', '', '_mg_5884_2_puslapiui', '', 'inherit', 'open', 'closed', '', '_mg_5884_2_puslapiui', '', '', '2016-09-28 06:57:31', '2016-09-28 06:57:31', '', 534, 'http://www.amrop.lt/wp-content/uploads/2016/09/MG_5884_2_puslapiui.jpg', 0, 'attachment', 'image/jpeg', 0),
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(556, 2, '2016-09-28 07:09:38', '2016-09-28 07:09:38', '', 'Eglė Danilevičiūtė', '', 'inherit', 'closed', 'closed', '', '534-autosave-v1', '', '', '2016-09-28 07:09:38', '2016-09-28 07:09:38', '', 534, 'http://www.amrop.lt/news/534-autosave-v1', 0, 'revision', '', 0),
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(622, 2, '2016-12-10 11:07:09', '2016-12-10 11:07:09', '', 'Nominations Committees: A User Guide', '', 'publish', 'open', 'open', '', 'nominations-committees-a-user-guide', '', '', '2017-09-04 11:07:55', '2017-09-04 11:07:55', '', 0, 'http://www.amrop.lt/?p=622', 0, 'post', '', 0),
(567, 2, '2016-09-29 10:39:15', '2016-09-29 10:39:15', 'Konsultantė Eglė Danilevičiūtė prie Amrop komandos Vilniuje prisijungė ir savo karjerą vadovų paieškoje pradėjo 2016-ųjų rugsėjį.\r\n\r\nIki tol savo profesinę karjerą Eglė vystė rinkodaros, pardavimų ir žmogiškųjų išteklių valdymo srityse lyderiaujančiose mažmeninės prekybos ir informacinių technologijų kompanijose Lietuvoje, Latvijoje ir Bulgarijoje. Dirbdama užsienio rinkose, Eglė įgijo vertingų žinių ir patirties verslo vystymo ir komercijos srityse “verslas klientui” (B2C) segmente bei išugdė gebėjimus analizuoti ir vertinti naujas mažmeninės prekybos rinkas. Darbas tarptautinėje verslo aplinkoje padėjo Eglei tobulinti tarpkultūrinius žmogiškojo kapitalo valdymo ir vystymo, komunikacijos ir tarpasmeninius gebėjimus ir kompetencijas bei atvėrė galimybes plačiai suprasti verslą įvairiose rinkose. Vystydama organizaciją nuo jos įkūrimo iki daugiau nei 400 žmonių komandos, Eglė įgavo vertingos patirties visose žmogiškųjų išteklių valdymo srityse.\r\n\r\nEglė baigė Lietuvos Edukologijos Universiteto socialinių mokslų bakalauro studijas bei įgijo Mokytojo kvalifikaciją. Ji taip pat studijavo tarptautinę rinkodarą ir prekybą Vilniaus Universiteto Tarptautinio Verslo Mokykloje.\r\n\r\nEglė yra sertifikuota NLP praktikė ir yra baigusi Tarptautininės Koučingo Federacijos (ICF) Koučingo programą.\r\n\r\nEglė laisvai kalba lietuvių, anglų ir rusų kalbomis, bei turi latvių ir bulgarų kalbų pagrindus.\r\n\r\nLaisvalaikiu Eglė mėgsta keliauti, skaityti psichologinę literatūrą, važinėti riedučiais ir snieglente, slidinėti bei užsiimti joga. Per pastaruosius keletą metų ji aktyviai domisi, mokosi ir praktikuoja koučingą. Ji taip pat domisi interjero dizainu ir renginių organizavimu.', 'Eglė Danilevičiūtė', '', 'inherit', 'closed', 'closed', '', '537-revision-v1', '', '', '2016-09-29 10:39:15', '2016-09-29 10:39:15', '', 537, 'http://www.amrop.lt/news/537-revision-v1', 0, 'revision', '', 0),
(569, 2, '2016-09-29 10:44:58', '2016-09-29 10:44:58', 'Consultant Egle Danileviciute joined Amrop Vilnius office in September of 2016 starting her career in executive search.\r\n\r\nPrior to joining Amrop, Egle pursued her career in marketing, sales and human resources management in leading retail and IT companies in Lithuania, Latvia and Bulgaria. During her international assignments, Egle gained solid knowledge and experience in business development, commercial functions in business to consumer segment and new market benchmarks within retail industry. Working in multinational environment for a number of years, Egle developed her multicultural people management, business acumen, communication, interpersonal savvy skills and competencies, gained valuable experience in all human resources management areas while building organization from scratch to over four hundred employees.\r\n\r\nEgle graduated from Lithuanian University of Educational Sciences with Bachelor’s degree in Social Sciences and Qualification of a Teacher and also studied International Marketing and Trade at International Business School of Vilnius University.\r\n\r\nShe is a certified NLP practitioner and has completed a Coaching Essentials program accredited by International Coach Federation.\r\n\r\nEgle speaks fluent Lithuanian, English, Russian and has basics of Latvian and Bulgarian.\r\n\r\nEgle enjoys travelling, fond of reading psychology literature, snowboarding and skiing, yoga, roller blading. Over a few recent years she is actively engaged in expanding her knowledge and practice in coaching. She is also interested in interior design and events management.', 'Egle Danileviciute', '', 'inherit', 'closed', 'closed', '', '534-revision-v1', '', '', '2016-09-29 10:44:58', '2016-09-29 10:44:58', '', 534, 'http://www.amrop.lt/news/534-revision-v1', 0, 'revision', '', 0),
(570, 2, '2016-09-29 10:46:01', '2016-09-29 10:46:01', 'Consultant Egle Danileviciute joined Amrop Vilnius office in September of 2016 starting her career in executive search.\r\n\r\nPrior to joining Amrop, Egle pursued her career in marketing, sales and human resources management in leading retail and IT companies in Lithuania, Latvia and Bulgaria. During her international assignments, Egle gained solid knowledge and experience in business development, commercial functions in business to consumer segment and new market benchmarks within retail industry. Working in multinational environment for a number of years, Egle developed her multicultural people management, business acumen, communication, interpersonal savvy skills and competencies, gained valuable experience in all human resources management areas while building organization from scratch to over four hundred employees.\r\n\r\nEgle graduated from Lithuanian University of Educational Sciences with Bachelor’s degree in Social Sciences and Qualification of a Teacher and also studied International Marketing and Trade at International Business School of Vilnius University.\r\n\r\nShe is a certified NLP practitioner and has completed a Coaching Essentials program accredited by International Coach Federation.\r\n\r\nEgle speaks fluent Lithuanian, English, Russian and has basics of Latvian and Bulgarian.\r\n\r\nEgle enjoys travelling, fond of reading psychology literature, snowboarding and skiing, yoga, roller blading. Over a few recent years she is actively engaged in expanding her knowledge and practice in coaching. She is also interested in interior design and events management.', 'Eglė Danilevičiūtė', '', 'inherit', 'closed', 'closed', '', '534-revision-v1', '', '', '2016-09-29 10:46:01', '2016-09-29 10:46:01', '', 534, 'http://www.amrop.lt/news/534-revision-v1', 0, 'revision', '', 0),
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\r\n\r\nBrussels\r\n\r\nAmrop announces the addition of eight Partners to its global partnership of executive search consultants.\r\n
\r\nMurat Ayberk has a long track record in the Telecommunications sector as a Manager in various leading roles. From his experience in fast-changing business environments he has gained deep insights into leadership at different life stages of a company. In 2013, he founded his own consulting company specializing in talent management and placement of interim management positions.\r\n\r\nGregor Handler joins Amrop from a ten-year career at McKinsey & Company, where his management consulting practice focused primarily in Engineering-related industries. He has built expertise in performance transformation, leadership development and culture change. In combination with his passion for people’s personal growth, Gregor started his own boutique as a consultant, facilitator and coach in 2014.\r\n\r\nDamjan Kozjak joins Amrop from his previous role as Deputy General Manager at NLB Bank, managing distressed real estate and claims in South East Europe. Damjan started his career in sales at an international Oil and Gas company in Austria. He then moved into the Financial Services sector, spending ten years with Societé Générale Group, where he managed several Leasing, Retail and Corporate departments. Later, he worked on financial Corporate Restructuring programs at NKBM Bank, related to Asset Management and Portfolio Investments. At Amrop, Damjan works with Financial Services and Real Estate clients in Slovenia, Croatia, Bosnia & Herzegovina, Serbia, Montenegro and Macedonia.\r\n\r\nTamal Kumar leads the Process Manufacturing Practice in India, working with Metal, Mining, and other process manufacturing clients. Tamal brings over 12 years of experience across diverse industries of Commercial Shipping, Power and Cement. Prior to joining Amrop, Tamal was the Business Development Head at Reliance Cement, where he drove strategic initiatives for development and acquisition of large manufacturing units. He started his career as an Engineer with Chevron Transport Corporation.\r\n\r\nRicky Lam specializes in the Technology & Media, Industrial and Not-For-Profit sectors, leveraging his almost 20 years’ experience in China and throughout Asia Pacific. Before joining Amrop, he was Director of the International Zinc Association, promoting the usage of zinc metal to the Chinese government and to the construction, automotive and railway industries in China. Previously, Ricky was VP/GM for Votorantim/US Zinc in the Asia Pacific region. Ricky began his career as a professional accountant with PwC before working as a Financial Analyst in DowElanco and Nortel. Later he took up various business development, sales and marketing roles in Dow and Lubrizol.\r\n\r\nDiana Rake leads search assignments for senior executives and board members for local and international companies. She has experience working with clients in Industrial, Financial Services, Infrastructure, as well as Mining and Energy sectors. She has worked at Banco de Crédito of New York, and has held Human Resources executive positions for Shell and Antamina. Diana was previously Managing Partner of Downing Teal Peru, a boutique executive search firm with international operations, leading senior level engagements.\r\n\r\nOlivier Reynaud has more than eighteen years of experience in the international executive search business mainly in the Professional Services, Automotive and Technology sectors. Having lived in France, Germany and Austria, Olivier has conducted C-level searches across Europe. In his previous role as Country Manager of another executive search firm, Olivier managed international teams and P&Ls, focusing on developing and implementing value-added solutions for his clients to grow their businesses. Earlier in his career, Olivier was a financial auditor – with today\'s KPMG - focusing on Automotive and Industrial clients.\r\n\r\nJenny Wang has successfully recruited over 100 senior level candidates for clients in the Healthcare, Consumer Goods, Chemical and Industrial sectors across Asia. The majority of her clients are multinational organizations that have key operations in China, and Jenny is leveraging this experience to help fast-growth local companies globalize successfully with the right talent mix. Jenny has held executive search positions with Amrop and another U.S.-based global retained search firm. Additionally, she has worked for global market leaders such as Emerson Electric and Mobil Oil in their respective marketing organizations.\r\n\r\nAbout Amrop\r\n\r\nAmrop advises the world’s most dynamic, agile organizations on identifying and positioning Leaders For What’s Next - adept at working across borders, in markets around the world. With 83 offices in 57 countries, Amrop is one of the world’s largest retained executive search partnerships.\r\n\r\nwww.amrop.com\r\n\r\n
\r\nMurat Ayberk has a long track record in the Telecommunications sector as a Manager in various leading roles. From his experience in fast-changing business environments he has gained deep insights into leadership at different life stages of a company. In 2013, he founded his own consulting company specializing in talent management and placement of interim management positions.\r\n\r\nGregor Handler joins Amrop from a ten-year career at McKinsey & Company, where his management consulting practice focused primarily in Engineering-related industries. He has built expertise in performance transformation, leadership development and culture change. In combination with his passion for people’s personal growth, Gregor started his own boutique as a consultant, facilitator and coach in 2014.\r\n\r\nDamjan Kozjak joins Amrop from his previous role as Deputy General Manager at NLB Bank, managing distressed real estate and claims in South East Europe. Damjan started his career in sales at an international Oil and Gas company in Austria. He then moved into the Financial Services sector, spending ten years with Societé Générale Group, where he managed several Leasing, Retail and Corporate departments. Later, he worked on financial Corporate Restructuring programs at NKBM Bank, related to Asset Management and Portfolio Investments. At Amrop, Damjan works with Financial Services and Real Estate clients in Slovenia, Croatia, Bosnia & Herzegovina, Serbia, Montenegro and Macedonia.\r\n\r\nTamal Kumar leads the Process Manufacturing Practice in India, working with Metal, Mining, and other process manufacturing clients. Tamal brings over 12 years of experience across diverse industries of Commercial Shipping, Power and Cement. Prior to joining Amrop, Tamal was the Business Development Head at Reliance Cement, where he drove strategic initiatives for development and acquisition of large manufacturing units. He started his career as an Engineer with Chevron Transport Corporation.\r\n\r\nRicky Lam specializes in the Technology & Media, Industrial and Not-For-Profit sectors, leveraging his almost 20 years’ experience in China and throughout Asia Pacific. Before joining Amrop, he was Director of the International Zinc Association, promoting the usage of zinc metal to the Chinese government and to the construction, automotive and railway industries in China. Previously, Ricky was VP/GM for Votorantim/US Zinc in the Asia Pacific region. Ricky began his career as a professional accountant with PwC before working as a Financial Analyst in DowElanco and Nortel. Later he took up various business development, sales and marketing roles in Dow and Lubrizol.\r\n\r\nDiana Rake leads search assignments for senior executives and board members for local and international companies. She has experience working with clients in Industrial, Financial Services, Infrastructure, as well as Mining and Energy sectors. She has worked at Banco de Crédito of New York, and has held Human Resources executive positions for Shell and Antamina. Diana was previously Managing Partner of Downing Teal Peru, a boutique executive search firm with international operations, leading senior level engagements.\r\n\r\nOlivier Reynaud has more than eighteen years of experience in the international executive search business mainly in the Professional Services, Automotive and Technology sectors. Having lived in France, Germany and Austria, Olivier has conducted C-level searches across Europe. In his previous role as Country Manager of another executive search firm, Olivier managed international teams and P&Ls, focusing on developing and implementing value-added solutions for his clients to grow their businesses. Earlier in his career, Olivier was a financial auditor – with today\'s KPMG - focusing on Automotive and Industrial clients.\r\n\r\nJenny Wang has successfully recruited over 100 senior level candidates for clients in the Healthcare, Consumer Goods, Chemical and Industrial sectors across Asia. The majority of her clients are multinational organizations that have key operations in China, and Jenny is leveraging this experience to help fast-growth local companies globalize successfully with the right talent mix. Jenny has held executive search positions with Amrop and another U.S.-based global retained search firm. Additionally, she has worked for global market leaders such as Emerson Electric and Mobil Oil in their respective marketing organizations.\r\n\r\nAbout Amrop\r\n\r\nAmrop advises the world’s most dynamic, agile organizations on identifying and positioning Leaders For What’s Next - adept at working across borders, in markets around the world. With 83 offices in 57 countries, Amrop is one of the world’s largest retained executive search partnerships.\r\n\r\nwww.amrop.com\r\n\r\n
\r\n
\r\n
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(680, 2, '2017-09-04 12:45:17', '2017-09-04 12:45:17', '
\r\nMurat Ayberk has a long track record in the Telecommunications sector as a Manager in various leading roles. From his experience in fast-changing business environments he has gained deep insights into leadership at different life stages of a company. In 2013, he founded his own consulting company specializing in talent management and placement of interim management positions.\r\n\r\nGregor Handler joins Amrop from a ten-year career at McKinsey & Company, where his management consulting practice focused primarily in Engineering-related industries. He has built expertise in performance transformation, leadership development and culture change. In combination with his passion for people’s personal growth, Gregor started his own boutique as a consultant, facilitator and coach in 2014.\r\n\r\nDamjan Kozjak joins Amrop from his previous role as Deputy General Manager at NLB Bank, managing distressed real estate and claims in South East Europe. Damjan started his career in sales at an international Oil and Gas company in Austria. He then moved into the Financial Services sector, spending ten years with Societé Générale Group, where he managed several Leasing, Retail and Corporate departments. Later, he worked on financial Corporate Restructuring programs at NKBM Bank, related to Asset Management and Portfolio Investments. At Amrop, Damjan works with Financial Services and Real Estate clients in Slovenia, Croatia, Bosnia & Herzegovina, Serbia, Montenegro and Macedonia.\r\n\r\nTamal Kumar leads the Process Manufacturing Practice in India, working with Metal, Mining, and other process manufacturing clients. Tamal brings over 12 years of experience across diverse industries of Commercial Shipping, Power and Cement. Prior to joining Amrop, Tamal was the Business Development Head at Reliance Cement, where he drove strategic initiatives for development and acquisition of large manufacturing units. He started his career as an Engineer with Chevron Transport Corporation.\r\n\r\nRicky Lam specializes in the Technology & Media, Industrial and Not-For-Profit sectors, leveraging his almost 20 years’ experience in China and throughout Asia Pacific. Before joining Amrop, he was Director of the International Zinc Association, promoting the usage of zinc metal to the Chinese government and to the construction, automotive and railway industries in China. Previously, Ricky was VP/GM for Votorantim/US Zinc in the Asia Pacific region. Ricky began his career as a professional accountant with PwC before working as a Financial Analyst in DowElanco and Nortel. Later he took up various business development, sales and marketing roles in Dow and Lubrizol.\r\n\r\nDiana Rake leads search assignments for senior executives and board members for local and international companies. She has experience working with clients in Industrial, Financial Services, Infrastructure, as well as Mining and Energy sectors. She has worked at Banco de Crédito of New York, and has held Human Resources executive positions for Shell and Antamina. Diana was previously Managing Partner of Downing Teal Peru, a boutique executive search firm with international operations, leading senior level engagements.\r\n\r\nOlivier Reynaud has more than eighteen years of experience in the international executive search business mainly in the Professional Services, Automotive and Technology sectors. Having lived in France, Germany and Austria, Olivier has conducted C-level searches across Europe. In his previous role as Country Manager of another executive search firm, Olivier managed international teams and P&Ls, focusing on developing and implementing value-added solutions for his clients to grow their businesses. Earlier in his career, Olivier was a financial auditor – with today\'s KPMG - focusing on Automotive and Industrial clients.\r\n\r\nJenny Wang has successfully recruited over 100 senior level candidates for clients in the Healthcare, Consumer Goods, Chemical and Industrial sectors across Asia. The majority of her clients are multinational organizations that have key operations in China, and Jenny is leveraging this experience to help fast-growth local companies globalize successfully with the right talent mix. Jenny has held executive search positions with Amrop and another U.S.-based global retained search firm. Additionally, she has worked for global market leaders such as Emerson Electric and Mobil Oil in their respective marketing organizations.\r\n\r\nAbout Amrop\r\n\r\nAmrop advises the world’s most dynamic, agile organizations on identifying and positioning Leaders For What’s Next - adept at working across borders, in markets around the world. With 83 offices in 57 countries, Amrop is one of the world’s largest retained executive search partnerships.\r\n\r\nwww.amrop.com\r\n\r\n
\nMurat Ayberk has a long track record in the Telecommunications sector as a Manager in various leading roles. From his experience in fast-changing business environments he has gained deep insights into leadership at different life stages of a company. In 2013, he founded his own consulting company specializing in talent management and placement of interim management positions.\n\nGregor Handler joins Amrop from a ten-year career at McKinsey & Company, where his management consulting practice focused primarily in Engineering-related industries. He has built expertise in performance transformation, leadership development and culture change. In combination with his passion for people’s personal growth, Gregor started his own boutique as a consultant, facilitator and coach in 2014.\n\nDamjan Kozjak joins Amrop from his previous role as Deputy General Manager at NLB Bank, managing distressed real estate and claims in South East Europe. Damjan started his career in sales at an international Oil and Gas company in Austria. He then moved into the Financial Services sector, spending ten years with Societé Générale Group, where he managed several Leasing, Retail and Corporate departments. Later, he worked on financial Corporate Restructuring programs at NKBM Bank, related to Asset Management and Portfolio Investments. At Amrop, Damjan works with Financial Services and Real Estate clients in Slovenia, Croatia, Bosnia & Herzegovina, Serbia, Montenegro and Macedonia.\n\nTamal Kumar leads the Process Manufacturing Practice in India, working with Metal, Mining, and other process manufacturing clients. Tamal brings over 12 years of experience across diverse industries of Commercial Shipping, Power and Cement. Prior to joining Amrop, Tamal was the Business Development Head at Reliance Cement, where he drove strategic initiatives for development and acquisition of large manufacturing units. He started his career as an Engineer with Chevron Transport Corporation.\n\nRicky Lam specializes in the Technology & Media, Industrial and Not-For-Profit sectors, leveraging his almost 20 years’ experience in China and throughout Asia Pacific. Before joining Amrop, he was Director of the International Zinc Association, promoting the usage of zinc metal to the Chinese government and to the construction, automotive and railway industries in China. Previously, Ricky was VP/GM for Votorantim/US Zinc in the Asia Pacific region. Ricky began his career as a professional accountant with PwC before working as a Financial Analyst in DowElanco and Nortel. Later he took up various business development, sales and marketing roles in Dow and Lubrizol.\n\nDiana Rake leads search assignments for senior executives and board members for local and international companies. She has experience working with clients in Industrial, Financial Services, Infrastructure, as well as Mining and Energy sectors. She has worked at Banco de Crédito of New York, and has held Human Resources executive positions for Shell and Antamina. Diana was previously Managing Partner of Downing Teal Peru, a boutique executive search firm with international operations, leading senior level engagements.\n\nOlivier Reynaud has more than eighteen years of experience in the international executive search business mainly in the Professional Services, Automotive and Technology sectors. Having lived in France, Germany and Austria, Olivier has conducted C-level searches across Europe. In his previous role as Country Manager of another executive search firm, Olivier managed international teams and P&Ls, focusing on developing and implementing value-added solutions for his clients to grow their businesses. Earlier in his career, Olivier was a financial auditor – with today\'s KPMG - focusing on Automotive and Industrial clients.\n\nJenny Wang has successfully recruited over 100 senior level candidates for clients in the Healthcare, Consumer Goods, Chemical and Industrial sectors across Asia. The majority of her clients are multinational organizations that have key operations in China, and Jenny is leveraging this experience to help fast-growth local companies globalize successfully with the right talent mix. Jenny has held executive search positions with Amrop and another U.S.-based global retained search firm. Additionally, she has worked for global market leaders such as Emerson Electric and Mobil Oil in their respective marketing organizations.\n\nAbout Amrop\n\nAmrop advises the world’s most dynamic, agile organizations on identifying and positioning Leaders For What’s Next - adept at working across borders, in markets around the world. With 83 offices in 57 countries, Amrop is one of the world’s largest retained executive search partnerships.\n\nwww.amrop.com\n\n
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![\"\"](\"https://i2.wp.com/wordpress.org/news/files/2021/07/code-padding-original.png?ssl=1\")
![\"\"](\"https://i1.wp.com/wordpress.org/news/files/2021/07/code-padding-edited.png?ssl=1\")
![\"\"](\"https://i0.wp.com/wordpress.org/news/files/2021/07/button-all-colors.png?ssl=1\")
![\"\"](\"https://i1.wp.com/wordpress.org/news/files/2021/07/buttons-custom-palette.png?ssl=1\")
![\"\"](\"https://i1.wp.com/wordpress.org/news/files/2021/07/heading-all-options.png?ssl=1\")
![\"\"](\"https://i2.wp.com/wordpress.org/news/files/2021/07/heading-no-line-height-custom-size.png?ssl=1\")
![\"\"](\"https://i0.wp.com/wordpress.org/news/files/2021/07/5x8-Album-1.jpg?resize=632%2C422&ssl=1\")
![\"\"](\"https://i1.wp.com/wordpress.org/news/files/2021/07/about-widgets-blocks.png?resize=632%2C474&ssl=1\")
![\"\"](\"https://i2.wp.com/wordpress.org/news/files/2021/07/about-query-loop.png?resize=632%2C501&ssl=1\")
![\"\"](\"https://i2.wp.com/wordpress.org/news/files/2021/07/about-template.png?resize=632%2C411&ssl=1\")
![\"\"](\"https://i1.wp.com/wordpress.org/news/files/2021/07/about-list-view.png?resize=632%2C496&ssl=1\")
![\"\"](\"https://i2.wp.com/wordpress.org/news/files/2021/07/about-pattern-suggestions.png?resize=632%2C343&ssl=1\")
![\"\"](\"https://i0.wp.com/wordpress.org/news/files/2021/07/about-duotone.png?resize=632%2C517&ssl=1\")
![\"\"](\"https://i1.wp.com/wordpress.org/news/files/2021/07/about-theme-json-2x.png?resize=632%2C378&ssl=1\")
![\"🎉\"](\"https://s.w.org/images/core/emoji/13.1.0/72x72/1f389.png\")
![\"✨\"](\"https://s.w.org/images/core/emoji/13.1.0/72x72/2728.png\")
![\"GitHub](\"https://img.shields.io/github/downloads/bph/gutenberg/total?style=for-the-badge\")
![](\"https://i2.wp.com/wordpressfoundation.org/content/uploads/2021/08/image.png?ssl=1\")
![](\"https://i0.wp.com/wordpressfoundation.org/content/uploads/2021/08/image-1.png?ssl=1\")
![](\"https://i1.wp.com/wordpressfoundation.org/content/uploads/2021/08/image.jpeg?ssl=1\")
![\"🙂\"](\"https://s.w.org/images/core/emoji/13.1.0/72x72/1f642.png\")
![\"Pull](\"https://heropress.com/wp-content/uploads/2021/08/082421-min.jpg\")
![\"1440511090_icon-136-document-edit\"](\"http://www.amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit1.png\"){kind=icon}
![\"1440511090_icon-136-document-edit\"](\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit.png\"){kind=icon}
CV formą![\"1440511090_icon-136-document-edit\"](\"http://www.amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit.png\"){kind=icon}
![\"1440511090_icon-136-document-edit\"](\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit1.png\"){kind=icon}
It is possible to use also our form.![\"personal-governance-2\"](\"http://www.amrop.lt/wp-content/uploads/2016/09/Personal-Governance-2.png\")