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Our clients. So, we have a process and i tried to get legal out there front and center and i tried to begin early and often. Oculus arettorneys at embedded with the clients. It is a slightly different model than most Legal Departments take. That means you are with your primary client and everybody that flows from him or her, and your team helps support them. Being embedded with them helps them get ahead of the issues a little bit. So, you can kind of see what is coming down the pike and try to plan for it. But yeah, i answer emails, starting at 4 50 every morning. I wake up really early and i do a couple of hours of emailing before i spend time with my family, before i send them to be off to their various camps and schools. I do work around the clock. I actually really love my job, though. There isy at facebook, a different communication culture because it is facebook. And so, we have groups were people communicate in groups. And there is facebook messenger, which is a very well used tool. That means my email is actually less in number, but the amount of communication i get is fairly constant, which is a blessing and a curse. It is good to be tied with your clients, and they can always find you. With is good to be tight your clients, and they can always find you. I tend to try to use the getting things done model. It does encourage you to block periods of time to deal with things. I actually have standing calls with my outside counsel where we talk about what i see coming down the pike, what we need to block. We will sit down and calendar a couple of hours here and there when we will talk about certain topics. That tends to work fairly well. I actually had a great period of my career that did not last very long. I was one of the first people to have a blackberry. And when i was like the only one who had it, i could be sending out my messages from wherever i was and i did not have to worry about other people doing it. It was terrific. [laughter] not anymore. I do have fond memories of that era. All about to ask you another issue that is very important to our world today with regard to technology, and that is Cyber Security. Open a page of the newspaper or turn on the tv without seeing a report on hacking, or people stealing private information. I wanted to ask all of you how you deal with that, and if that is one of your top concerns at a tech company . So, we think about Cyber Security the same way we think about privacy, which is, it is of paramount importance only to have these strong measures in place we have an entire Security Team the engineering part of it, but also works with Law Enforcement and handles these Cyber Security issues in a world where it is constantly changing. Really, it is about building trust. You want users to know that we are taking the steps to protect the information, that we value our relationship with them, and that we will do our best to make sure their information stays secure. , amy, yout know if want to say anything . Sure, Cyber Security does go handinhand with privacy and trust issues. I think what has changed in the last couple of years is this is not just an issue for the oculus salesforced companies of the world, the Tech Companies. Every Single Company and law firm has got to be paying attention to this. There is no company or industry that is safe from a cyber attack at this point. I think the most important thing that general counsel can be doing today is making sure that these issues are making it up to the board level. This is a risk that needs to be managed just in the way other ma jor risks are being considered. And its to go all the way up to the board or a board committee, and at a regular interval. I think we included in the material a letter, regarding how we collect data. It is a very detailed response and i will not go into it, but one of the really great parts about access being required by facebook is Privacy Security is a huge core part of what facebook focuses on. It is important to them that all of their users trust them. I have seen a cultural adaption of that at oculus. Oculus has realized this is something we have to focus on for our users to trust us and have a good experience. The cultural piece, where it is a core value for the company, really influences how we give legal advice and how comfortable i am with what i think the client is doing. We are right now, i would say, adopting a culture of health and safety at oculus. Having a good and comfortable experience, a wellinformed experience, in Virtual Reality will drive user adoption and make the platform successful. S ase those cultural shift very important, both from the Legal Department and the other side of things. I wanted to mention, this is a good segue, when you walked into the room, you should get this little card that shows where the Program Materials are. They are up on the web. If anybody has any questions, we will make sure you get the link. We do have that letter that any amy ment letter that ioned from the honorable al franken. We also have the terms of use and privacy policies and before we close out the issues on Cyber Security and privacy policies, i just had a general question about again, practical tips for keeping ahead in how you approach staying on top of that because with the changes in the erules, we are sort of like, now what . Just a few more words because we have many people here who have spent much of the practice focusing on privacy. So, i will admit i was not a privacy expert when i went to uber. So, i went out and i got one. She had gotten her training at facebook and had done both european and u. S. Privacy were, which was really key for us. I think that being the nonexpert here, the one thing i would highlight, especially for global companies, is really understanding the Global Nature of the privacy requirements. And you can take several approaches to it. The easiest way is if you can get to a place where you have one global policy. The other way is to personalize it for each country. Different countries have different requirements, south korea being one, and france being another. Just being aware of what your plans are going and what is required in that country is something i have gone through. It is just an important issue. As we go increasingly global and increasingly cloudbased, we run into these privacy issues everywhere. Area to an incredible see how it has developed. I remember hiring my first privacy lawyer at expedia in 2007, and until then, i had never met anybody who focused on privacy. And 10 years later, i have 10 people on my team to do nothing but privacy, 10 in europe and 10 nothing the privacy, five in europe and five here in the bay area. You have to extend outside counsel. I agree. One of the things we are very lucky with at oculus, while we are an embedded legal team, facebook as the subject matter. We have a very strong privacy team, both in the Legal Department and of the policy team. Weve a large policy team, so there is a lot of cross functional work that goes into thinking about these issues. I felt like when the franken letter was being drafted, what oculus lawyers offered was a deep understanding of the product and how it worked, so the subject Matter Experts could totally put that into writing for us. I highly recommend everybody looking at that letter because it goes into great detail about what the policies are in the reasons for the policies. I indicated during my introductory comments during my diversity is a very important topic to me. I wanted to give you an opportunity to comment some on w hat your companyaries companies are now doing with diversity. So, i mentioned at the beginning that i stayed at my law firm for a while. I had intended to stay there, but i did not say why. Part of it was because they really enjoy the practice of law, and i really enjoyed working with the people the law firm. But part of it was because i had read abas story in 2008 on minority women. The basic gist of the story is probabilityy, the that a minority woman would after 10at a 200 firm years was statistically 0 . At that time, i was getting indicators that perhaps, i had a shot. I decided, i will stay in, go through those miserable years by the four partnership and try to figure out how to solve this puzzle and teach others how to do it. That was one of the reasons i stayed in. When i got this opportunity to become general counsel of uber, it was a difficult decision for me in a number of ways. I had been so committed to that, and i had been so public about that. And then to say, hey, im out, right . I thought, ok, well, this is a great opportunity. Let me see what i can do on the inside. It has been interesting for me. I have learned a lot. One, my first five hires were women. I did not go out to hire women, i just went out to find the best people for the company and what he looked around, they were women. Then i hired a man, and then the joke around the Legal Department was that i was now free to hire another woman. What was the unconscious bias that i held . To be honest, i think we are out of place and for the women, all of the women on this panel, we work with really smart women, really smart, diverse women. And it is really out of place. To me, i dont think it is a question of why. It is a question of why not . I will continue to go out there and hire the best people for the jobs that i have. One thing that i do is i am very intentional about it. I asked my team, make sure we will hirethe last i asked mys team, make sure we are hiring the best people. What i have experienced in my team is, how you put at the very top matters. My womenled legal themes are much more diverse in every single way. And so, i try to be intentional about what that makes looks like. And when it gets skewed, i talked to them about it. It is not a performance metric, but just by being intentional, i think that i have seen some of the results of that. We are not there yet. Think there is still a long way to go, but being aware, talking about it, being intentional about it, is really a very important first step. I believe you have written on this, and also in our materials, we have one of your articles on this topic, correct . Yes. This is a topic i do have some views on. [laughter] us, atink all of facebook there is a real focus on hiring diverse candidates and employees. I believe that all of our interviews lately try to have at least one underrepresented minority, or woman on the panel. The techis known for space. They make sure they have females in the engineering to the Legal Department at facebook recently won an award from the National Association of women lawyers, the president s award for the advancement and retain minimum women in the Legal Department. Advancement and retain meant o the advancement and retainment of women in the Legal Department. Hired on first woman the team and have remained the only women in the menlo park offices. My hope is we will have some diverse candidates come through for these positions. I will say that Virtual Reality, i believe is the next platform. I am very passionate about it. It is very interesting to me. I believe other women will find interesting, too, and they could really enjoy working in this space. I have seen a lot of women go Market Companies that are considered sort of more, female friendly, a topic that is less tech focused. But i feel like, why should i have to work in a business that i am not that passionate about because i am a woman . I actually care about technology and i would like to be part of shaping the next platform. I feel it is important to make sure we have a diverse message in our legal group. Salesforce, as i mentioned earlier, i am very lucky to work for a company that has been very dedicated to central issues. This last year we really took on gender pay equality. It was probably one of the First Companies, if not the first, to publicly commit to repealing salaries of 17,000 employees and looking for discrepancies. Admired is thely main that commitment not knowing what we were going to find, and committed to fixing that. After undertaking the survey, we did find that we had to make adjustments for both men and women. We committed about 3 million to trying to repair the situation. Something we have committed to doing on an ongoing basis. This is not something you can do just once and forget about it. You have to continually be reviewing that. I think it is really important for whether you are at a law firm, or you are inhouse, there has to be a commitment from the very top to racial diversity, to gender diversity, and to diversity and personalities and other ways. I cant be something that is simply delegated to somebody or a committee deep in your department or deep in your company. People want to see that you are personally committed at the highest levels, and you are going to take responsibility for the outcome. You know, i have Something Else to add, which is what we can do in our day to day work. We had everybody go through a managing bias training, and there are specific tips around how to be more inclusive and manage diverse groups in workplaces. I actually tried to, what i call microequities. It happened recently where we were any meeting and a woman engineer met a point and her point somehow was lost in the conversation. And i was able to say, i think what you are saying is really important and i turned my chair towards her and asked her to speak again about it. And to be totally honest, i dont understand the engineering points anyway, but i thought what she was saying was it wasnt and i thought worth letting her have the floor. And she made her point and it was good and people responded to it in a much more meaningful way. And i think it was helpful to have the lawyer in the room acknowledge it. But the way people present at meetings just varies. Some people do not present in a way that makes everybody immediately listen up. I encourage people to call it out. I refocused it back onto her. I think it worked at that time. I just want to personally thank every woman here for the role that they are playing in encouraging diversity among women in racial and gender, and every offset of diversity. It is commendable. U. S. , we have all women working. And in fact, you have seen jessica, who is handing round pieces of paper for your questions. Please write them down. Outside counsel, many outside counsel are here, as we have seen by the show of hands. If you could talk a little bit about what you are looking for because after the presentations today, i am sure everybody would love to get on your list of outside counsel. As you answer it, if you have any examples of best and worst Business Development approaches anecdotes or you know, concrete things, or do not try this, anything that is practical would be appreciated, too. But if you recognize somebody in the audience who you are about to tell a worst approach story about, please do not do that. Please respect their privacy. [laughter] firms. Se about 200 law i have found that every company where i have been inhouse has used about 200 law firms. If your international, and if you have litigation, you simply wind up with a huge number of law firms. I have tried a different times to reduce the number and really focus on a few firms. I had limited success. Off forup trading working with somebody that i really connected with, and getting the best person in that world. I have always been willing to go with more firms rather than fewer. In terms of advice on that, when i am really what i am really looking for is somebody was looking up for me personally, as well as for the company, who really wants to see me, or see people on my team succeed as well. A lawyer, and i remember i was at expedia and i was concerned. Something had come up and it was a big deal. And i was worried suddenly that i had not made a filing, which by the way, i had. But i was worried a certain document had not been filed. Lawyer called on a saturday night and said, i got your message on this, i am going to look into it. It is saturday night, dont worry about it. I have got this. If you filed it, you are fine and if you havent, i am going to help you solve this. And i just felt like the weight of the world was off my shoulders because i had somebody on my team looking out for me, somebody who was going to help me get somebody who would help me solve it. And that is what i really looking for an outside counsel. Who is really caring about the company personally come and who cares about me and my team . Inhouse, ii became learned very quickly all the things i had done wrong at my law firm. Because in my own defense, i was a fairly junior partner, so please forgive me. I was a very apt learner in this space. Here are the things that truly exceptional outside counsel do. One, they get back to you really, really quickly. The best outside counsel out there, meaning the ones that hit the news all the time, usually get back within hours. I am talking half an hour to two email that a quick mls say says got you. I will have some a look at this issue and get back to you right away. I think responsiveness is really important and it also puts you in the queue. We are human and those of us to get back to us really fast, we are going to wait, especially if you are somebody that really gets our business. So, that was one thing. I think, with regards to litigation, what i am really looking for is somebody who has litigated against this particular patent, in front of this judge, in this court. If you send me a copy that says, been sued, you have i would like to talk to you, i probably will not have the time to talk to you because others are sending me analysis of that lawsuit. So, doing fewer of those, we have seen you sued, or maybe none, and doing more targeted, we have litigated against this willcular plaintiff loo get you a lot further. And going to the last point, i try to remind my team that it really matters who you call at the law firm. Because having been the junior partner, you do not get a say on whether or not you should have some share of the matter or the client, if you do not get the call. If you are truly interested in diversity, especially at the law firm. The aba recently published another study. When i read it, there was no change. Unfortunately, in eight years we have not moved the ball. The only way we can move the unfortunately, inball is by empe talented minority and women lawyers and empowering in a law firm means book of business. Lets just be frank. If you pick up the phone and call that women lawyer who you know is good and who has been working on your matters and say, hey, i have another matter, or, i dont know why am talking about calling the good that usually just email. Then, she can turn around, open up the matter in the conflict system. That becomes her matter to manage. Super intentional about how you go and find your counsel. There have been times when i know which lawyer i want and it is not the woman minority, but i knowcall the person i and say, i want you to be my relationship partner. I am doing is intentionally because you get practice being a relationship partner, meaning you will be super responsive to me and you will address the conflict issues and i will push you so you can make sure that you can claim your position as my relationship partner. I want to see you take advantage of it and i am here to mentor you through it, but i am not giving you a gift so that you can hand it off. I think there are a couple of ways to go about this. Say has of what i would already been set. The responsiveness these, i cannot say enough. The responsiveness piece, i cannot say enough. We moved very quickly. I really do need people to be available to respond in a quick period of time. I see the relationship with outside counsel probably as a continuum. It is everything from the super tactical, quick and responsive advice, too deeply understanding my products that enables you to get that kind of advice, to the personal relationship and really, mentorship that i have gotten. I have a couple of key folks at firms who have served as mentors and friends to me and when i consider this job to move to oculus, i called them to talk to them confidentially. How did they view me, what did they see as my growth areas, and what would be good about this . It is super meaningful to have really season person who knows me well for many years to help give that prospective. I do wish we had more diverse teams at the law firms. I can tell you there are so many excellent counsel women who cannot become partners at firms and i dont know why. I will have use them for specific work and i think they are phenomenal. And when i go to the firm, the relationship partner is a partner. That is the person i wind up working with. And it is usually fine, but i wish that i had more opportunities to direct the work to women who would be in the positions to accept it and serve in that role. And so, i dont have the answer to what the issue is there with those specific folks. They are excellent and certainly has capable as many of the partners i work with at many of the firms. We also use a wide range of firms at facebook and oculus. It is not really the firm, but the individuals and practice groups that tend to know the topics i need them to know. The last piece of advice i would give is, scoping risk is very different as inhouse counsel compared to outside counsel. One of the no nos would be the overly conservative advice i can get from outside counsel. Preferred that the beginning they lay out for me the practical advice. Like, engineers will be doing x. However going to mitigate this risk, and how will we optimize the risk . Not, you should not let them do that. I get that advice all the time. And they really need the advice on how to best optimize the risk, and how to best communicate the risk to the clients. Those are some key things i like to see from my partners and outside firms. One other thing i was going to add, i have had the privilege of working with absolutely phenomenal outside counsel. And it turns out these people are truly people and they make mistakes sometimes. I have never once terminated the relationship with outside counsel based on the mistake they have made. I have terminated relationships on a failure to own up to the mistakes, to let me know about it ahead of time to really just recognize and help solve it. That has happened a few times. I think it is very important. It is hard when you are the outside counsel and you recognize that you are being paid to give absolutely 100 correct advice. There are going to be mistakes and people are moving fast, you are throwing a lot of things at us. Let us know if that happens and lets Work Together and figure out the solution. Since we have the benefit of having these three extremely successful women on the panel, and one of the main themes i have tried to focus on in my the scienceir of and technology laws, encouraging other people to consider careers in science and technology, i would appreciate it if you could speak for a few minutes about career advice, and also about encouraging girls to consider careers in fields that involve science and technology. That is my daughter in the first row. She just finished her first year at stanford. If you could think about girls like her, and what words of advice he would have, that would be much appreciated. And just to follow on to cindys point, i think all of , ihere have struggled with dont know what word you want, family balance, children. And some thoughts also, is there a path you recommend, in terms of being on the inside or outside counsel . We have all shuffled back and forth between that as well. Figuringral advice in out how to participate in our families, even if we dont have children. Thank you. Another hard question, i know. [laughter] sure. You know i do have stuff on that, too. Global warming. My career advice would be to go ahead and do things that make you uncomfortable. Everything i have done has been uncomfortable and has wound up being a really good learning experience. Women and men, both who encourage me to take on new roles that are literally did not want to take. I would say, this is totally the wrong decision for me and maybe i would have just had a baby or something. I said, i cant take on something you right now. And they would say, you really have to. And then i would do it. Once you start doing it, youre going to love it. There will be ups and downs, and great things to learn. Even if things make you feel uncomfortable and you think you cannot do them, you should try it anyway. My advice to be to just do it. And if you fail, it fails and you learn something from that and move to Something Else. I gotf the opportunities was to be the Group Counsel for the wearables group. It involve the acquisition of this company which is currently facing a recall. But i got to be the general counsel of the company and organize a Group Counsel for a very different team, but it was not used to. I really did not want to do that job. It looks very difficult. The executives looked incredibly difficult to deal with and i was really encouraged by my sponsors to go ahead and take that position and i ended up loving it. It was super scary and it was really great. Oculus is wearables. And then when they called me, they asked me about my wearables experience. And then i thought it was interesting that the java did not want give me a great opportunity. I actually love user product. Here it was at intel, which was an Ingredient Products not sold directly to the tend users. I actually really love watching people wear and buy what i am working on. It is super exciting for me. And i know it is not consider the hottest thing at intel, which is more about antitrust, but it was something i really liked and i had to face the fact that the company i loved for so many years did not necessarily do what i wanted to do. I was coming to that realization and i had that opportunity come. That is a long way of saying, just take the risk. If people are giving you an opportunity and it seems scary, it is probably the right thing to actually do. So, when i was considering the uber opportunity, i really gave it a hard look because i fell in love with the product. Back in 2012, i was using a blackberry. I fell in love with it on a blackberry. I could really see that it could change lives. It certainly changed mine and i had an emotional reaction to it. The fact that a car would come pick me up on a sunday afternoon at the top of the very steep hill in eight minutes was amazing. And i could see it coming and i did not have to worry whether it was coming, did i have to call the taxi company and see if they really sent a driver are not. It was amazing. I fell in love with the product, which made me think really hard about this. I talked earlier about all the considerations that went into that decision to move, but one of the things was, is sat down with my husband, who is also a lawyer. We said, this is kind of risky. You are committed to the fact that you want to be a minority woman partern. Minority woman partner. The start of could be awesome, or it could fail. Startups fail. We thought there could be adoption, but at that point it was very small. It was riskier than thaen than s now. I thought, that is the wrong way of framing the risk. I thought i would from the question differently. The question i decided i was going to answer was, when is the next time you are going to be offered the position of gc of a tech company . When i framed the question that way, it was a nobrainer. Never. [laughter] i was old enough to know that sometimes in life you do not get second chances, but i wanted to grab this and see where it goes and see what i can learn from it. I think one thing is, when you think about your career choices, make sure you are framing that question appropriately. We all went into law because we are slightly, or more than slightly, riskaverse. Make sure youre not over into indexing on that risk, because he might leave opportunities on the way. Much along the lines of what sally and amy just said. Taking risks has been the most important part of my career. When i was first looking at going inhouse, it was one of these decisions i really tore myself up over. It was not how i viewed my life. It was not where i felt i was going and yet, this opportunity came up at exactly the wrong moment and i had to make a decision. Part of this was asking when this would come up again and like sally, i decided it was probably never. The firm i was at, i wondered why they were in that position. I was floored by how many people said they were in that position because they were afraid to take a risk. I didnt want to have somebody come and ask me that 10 years down the line and say i was there because i was afraid to take a risk. I could come up with 100 other ideas of why i wanted to be there, but i never wanted that to be the answer. In terms of other career bias, i think it is very important to figure out your own strengths and use those to ground where you are going and how you are interacting. I have been very concerned over the last couple of years, as there has been so much focus, particularly on developing women in the workplace. I have been a member of women in the workplace seminars or coaching. And they walk out the door with ideas, like they were trying to do with six women. Women were more assertive, pounded the table, used certain words, then they would do better, and not focusing on fixing the workplace. So, i really encourage people to look at their own strengths. Just to give you an example, i remember fairly early in my career, we were in some test negotiations. Older colleague tell me that when we went back in, i was to march back into that room, lay down the law, and he suggested a few very choice words for that. And whatever happened i could not be too nice. Out, and at the end of that, to his dismay, i said that was in no way how i intended to handle the conversation. But then i asked him, when was the last time you sent me into an interaction and had not gotten the result that he wanted. And that stumped him. The point is, i needed to go in there and use my own strengths, and not what might have worked for him. If i had walked into that room, pounded the table, and cursed, the only thing i can guarantee you is everybody would have burst into laughter. I would have looked and felt ridiculous. But by figuring out my own strengths and what was going to work for me, i was able to navigate the situation. I think there needs to be a lot more focused on encouraging people to find their strengths and encouraging all of us to really recognize different ways of negotiating. Different ways of interacting, and not just coaching people that if they behave in one way that has worked traditionally, that that is the ticket to success. Ambulance and i spin thank you also much. I did want to have time for questions. Flank year. While we gather the questions, is there any particular career advice you would give to young women starting in the present the profession. A lot of the young women lawyers not even the young women lawyers are subject to what they call the microaggression, sexual hostility and the like. Is there advice for how to deal with that type of issue . [laughter] we are all looking at each other. Salle i dont proclaim to know all of these things or be inexpert in this area. But what i tell the women in my Legal Department is dont hold back. Dont speak from a place of emotion and anger. But if you choose on your words and bite your tongue lineup, it will come out that way. Just say it. If someone does microaggression on you, call them on it and it is scary to call somebody out on that, but it is going to feel good. [laughter] im trying to encourage people to speak up and stop it. When you dont have another person in the room who will call it out for you, it is still on you to call it out. It is hard to do, but it does feel good to say, you know what, you got that wrong. Actually, that is not what i said. Or what i see allied is you said something and then it is read or what i see all about time is you said something and it is repeated by another guy. Yes, as i said, i think we should go here. Teaching a little bit of being skilled and letting young women know its ok to stand up and speak up. I think you had another question. Advice for their career. Preparation is to do what you love. There is a big focus on stem careers. But you need to do what you love and follow what your passions are. The wonderful thing about law school is that it welcomes people who have studied everything from philosophy to Computer Science to french classics. It can do all of that and would be wonderful preparation for what you want to do in the future. The Technology Industry needs people in every possible area. My background was i focused on government and religion. Yet there was a role for me in here. I think there are a million different paths to a career in technology or a career in law, and you can enjoy all of them. I think the same. I get the same question from students. You can focus on a lot of different things. As you find over the course of your career, different areas will be hot or different topics that you need to know about. Everyone needs to know some level of privacy now. That wasnt the case a while back. But the advice of doing what you love is key. Job. Lly enjoy my i cant wait to see what issues are coming up next and how we will solve it. The most useful skills i see on my team are good communication skills, really excellent ability businesso your counterpart, communicating risks issues. So the members of our team who have great listening and communication skills are just so [indiscernible] before i asked this question salle ive been the beneficiary of a lot of mentorship. There is a group of women gcs in the bay area. It is a good group. Every time i have questions, everyone is generous with their advice. Reference the serendipitous way i got to it uber. Two but its really because of the core group of friends that i had. I think the lateral and horizontal mentorship relationship can be important and continue to be important. I am living proof that you really dont need to have a plan or a tech background to be a tech gc. Thats a myriad of issues Tech Companies really, its more important to follow your interests and your passion and do the best that you can and see where it goes. Usually, we wait until the end of the program to thank people for an outstanding panel. This is a phenomenal panel. You guys have been terrific so far. I will throw out. A couple more questions with the time that we have. An intellectual property law that you wish could be changed to make your life easier . [laughter] do we have to limit that to intellectual property . Way are deathly supportive of patent reform. Areink the rise of mpes unbelievably damaging to the technology arena. It is costing us an incredible amount of time in terms of tech council spend, terms of licensing. If we could just come up for a better framework for. Amy f i agree. Panted the patent mpe is really problematic for everyone and it is really stifling innovation and sort of shutting down the way the speed that we can move, the speed that we can develop product. I was asked by the camera person to speak from here instead of from there. [laughter] re is a lot of talk about talking about privacy, what are your views, any comments on the fbi issues with apple and the like . Amy f i think were going to say no comment. All right. One of the issues that we have with general counsel is trying to prevent side letters of memoranda, handshake deals. What do you do to keep that from happening . Education. Ink its it is something you haveo police constantly. It is something that a lot of people i think its rare in companies where you come up against people who are deliberately trying to do something wrong. Against people who dont know what theyre doing, dont note the guide rails are, and make mistakes. And you fix that through educating people. They need to understand when you can agree to something, when you cant agree to something, who needs to do it, and keeping it in a really tight framework. I think that is the st way to deal with issues. Amy f i agree with amy. I said this earlier, but especially in a growing company where we are growing so rapidly, im constantly educating clients. Have something to say, i started with educating people on how to enter into agreements and try to give them some general basics around that. I dont find the people are doing this at all the fiercely. At all mysteriously. Riously. L nefa they havent had a lot of experience with doing deals and they will go out that they have not reviewed as well as they should have. I think being in a startup environment, a company that is rapidly growing, one of the things i am focusing on his to circle back. There has to be reassessment of the approach. The risk and the approach that you have when a company is 300 versus 3000 is very different. When you are growing and everyone is focusing and moving forward, it is hard to be the person hisses lets make some time and circle back and double check. But i think that is important for Legal Departments to do. We are nearing the end of time and i apologize to those whose questions i have not been able to ask. That i will hand over the program back to the moderators. I had a fun question i wanted to ask everyone. We have been intense about the obligations of our jobs. What is the one thing you do outside that really is a fun activity for you . I would wonders i would start often say that yoga is my time to think about a lot of different things. Another passion of mine. Everyone else, share what you love. And my kids, of course. [laughter] cindy so i have three sons. Each was born in a different country. In china, when we were living in hong kong, my second son we adopted in india. In my third was born in the United States. So we have a superpower balance. [laughter] amy f i also have three children. I practice mindfulness. People have seen me in the parking lot at work. Some people say i fight you were asleep in your car. We are sleeping . No, i was just letting anything go. Thats one of the things i like to do. I was just letting everything go. Thats one of the things i like to do. Salle regular exercise. I have a lot of things. Before uber i used to play, tennis seriously. I had to take up more efficient ways of exercising. But i try to block off that time every morning for myself to do something that is healthy, relieves some stress but also has a little bit of mine space. My husband is now test mind space. My husband is now the managing [indiscernible] thats not the reason why i left. We speculate. Im also raising three boys. I think where you ask this , there was a question earlier about how you balance or how do you make it work. That the gc of ebay said was i dont. It is all one life. It is not as bad as you think. What she meant is that she doesnt compartmentalize. I find in my job i cant. I dont say come after 6 00, no meetings. It doesnt work that way. Thats when aipac starts to get going. Tuesday nights are my nightstick at dinner and im home occasionally. Home. Im occasionally, i am cooking and my laptop is up on my butter dish. Work. Ke it i think its a challenge. But i also tried to make sure that i focus enough time with the family and bring them into my work. Thats the other way. We try not to compartmentalize. We talk about it. We give them the mba language every time. [laughter] my kids come to work, too. Cindy i have two daughters and two dogs. Sometimes my children claim that i like the two dogs. Bolivia, thats not true. Something that works for me, if i can take a break in the work day and go for a walk we are lucky to live in california and get outside and have a change of scenery, that often can be effective for me. I want to thank our panelists so much. You have been amusing and we are all extremely grateful. Thank you so much for coming. [applause] heather and i want to thank the ada and all the staff to help us with this program. And thank the panelists most of all. [captioning performed by the national captioning institute, which is responsible for its caption content and accuracy. Visit ncicap. Org] [captions Copyright National cable satellite corp. 2016] cspans washington journal, live every day with news and policy issues that impact you. Coming up this morning, an analysis of president elect Donald Trumps infrastructure proposals, its challenges, in the current state of u. S. Infrastructure with a george mason university, and the brookings institution. Then, a National Security and defense reporter on president elect trumps National Security agenda and his decision to choose Michael Flynn as National Security advisor. Be sure to watch washington journal, coming alive at 7 00 a. M. Eastern this morning. Join the discussion. Tonight, a discussion on the history of School Segregation with investigative journalist Nicole Hannah jones, who writes about racial segregation in the u. S. Thats 8 00 p. M. Eastern here on cspan. Heres a conversation with some of the federal governments Top Technology officers. This was part of the annual Techcrunch Disrupt conference in san francisco. Its 90 minutes. Conference. It is 90 minutes. First of all, congratulations on the new product. And apparently, you got three customers before even announcing. Announced that about three minutes ago. So people have are to come on and purchased licenses. People are excited about what we are doing here. Fantastic. Im getting adjusted. Thats good. Onthefly. So this is the first monetization of the crunchbase product. Its been around for a long time. Almost nine years. Why now . The start of this change of us becoming an independent company, that means a business model. We realized, with 25 million users, lets see what they want. This is the culmination of all that effort. All were initially the first to market with this lowend version of a data set covering venture capital, tracking your startup up companies. The instagram, youve got a hundred other companies that have launched around this thesis of doing data and analysis. Do you feel like you have lost competitive advantage by letting these guys take market share . Jager i dont think so. I believe we have by far more users than any of them. Have theets us reason people come to us is that our data is exceptional. And people expect to see it. Weve democratized of the data set and all that anyone who is interested to get access to it. Now weve given tools on top of to analyze the data and extract the value you are looking for from the data set. Jonathan you have a number of users, but you have three customers right now. Of right now. We can check. Jonathan from a Customer Acquisition standpoint, they have customers and they are a little bit ahead. Jager we do have other revenue streams. We have a licensing business where we have almost a hundred customers who are pay for feedback on our apis. This is our next foray into a new revenue stream. Thethan if you had been ceo years ago, when crunchbase was developing, would you have done anything different in . Jager i dont think so. The cool thing about what we have done is we have built up all this data, all of these scos we are one of the First Companies when you search and see a emerging company. I think this is the right focus. We have the right focus for now. See a loti seen i of other names of companies that are doing data stuff get referenced in the press. So if i look at clips about crunchbase in the way that crunchbase is used just by journalists, it is pretty minimal compared to some others who hit a lot more regularly. Is that something that you think is going to change with this new product . Are you looking to open it up more to will you will it be more accessible . Are you looking to partner with more . Customers more customers . Jager you can make any sort of search our list and have a complicated and thats great. It. You go and share saycan do a mega search and Drone Companies that are cool. Ng that are really you can take that same search and posted on twitter and people can access it, see the results, and see what wary you used. Journalists may decide to make those searches or their lists and trade an article. We are silly going to use that on crunchbase and people ought to be able to use that as well. Jonathan i played around a little bit. Pinch me love it. What are you most proud of in this new version . Once you Start Playing with it and try it out, you will see that it is extremely fast. When youre doing these quarries, things that you would ask act are many seconds are almost instantaneous. You look at just the top layer and see companies in a certain area or a certain amount of funding. Those are toplevel questions. We let you navigate the entire graph so you can ask ridiculous questions. Joins, if youne want to know it out for a second to nerd out for a second. You get asked this or disco can ask of this or dickens question and get answers back. Jonathan how may have used crunchbase . Razor hands. All right raise your hands. , you are engaged. And my twitter is sadly empty. Come on guys. Problems that i is that ite data set was, when i first played around with it, continually actually, consistently, really dirty. Data. Really dirty, fuzzy what are you doing to clean that up and what sort of confidence should people have in the searches they are getting now . Are they getting a picture in aggregate of what can happen . Jager let me ask you a question. In the last year, we changed completely how we do data and how we get data into crunchbase. The community was going in and putting in the data and there were few checks and balances to see if the data was any good. As of a year ago, we have another strategy. We now have four pillars of what is a good data set. The first when his community. We have 300,000 contributors adding data to crunchbase. It is usually the entrepreneurs themselves. We have an amazing partner network. We have 2700 d. C. s. Vcs. Have 2700 we get this primary stream of data from vcs which is the check and balance already between the community and the vcs. The fourth is automation, machine learning, ai, all of that, to sort of figure out what is happening in the ecosystem that might or should be in crunchbase. And we see that makes sense to be there. The people doing that is our research team. Much larger than most people expect, looking and double checking, and seeing what data should and should not go in. This looks spamming or this maybe it isious or really collocated. Really complicated. This is a representation of how they look to investors. You wanted to look right and you want it to look good. So if you star lying, investors will figure that out and then you lose all credit ability. Anathan i dont want to be killjoy, but i noticed a couple of companies in crunchbase that i might not have expected to see. Jager sure. Lets call those easter eggs. [laughter] there is some fun data in there. A lot of that has come through. Way, they arehe very cool companies. What have you done to clean up the data set . Walkthrough that a little bit. Walk through that a little bit. You want to have a sense of accuracy. So how is that working . That we weree are building crunchbase pro, we allowed people to analyze our data set on mass. So we had to make it look good. A large part of our funding went towards making sure the data looks good. We have spent a decent amount of cash on the process. We have Something Like 8 million edits on our data over the last year. One third of that came from the community. One third came from automation. One third came from our own research team. At of all those edits across the data set, you can tell we have been doing a lot of work. Jonathan yes. For sure. And it shows. It is a much nicer looking product than the one i was forced to work with years ago. [laughter] totally not better. Totally not bitter. Ability for of an people to build on top of the data. That seems to have gone away. Are you worried at all that this move from free to premium, what that may mean . For the user base jager thank for the opportunity to what that may mean for the user base . Jager thank you for the opportunity to answer that. There. E data is still not all of it. Some of the premium data we do not put behind a pay wall. On the functionality side, crunchbase. Com come other free stuff you had and how you use crunchbase, all of that is exactly the same. The original starting point, what is crunchbase pro what it cant be is taking crunchbase and putting pay walls in front of it. Add features on top of crunchbase and charge for those. By the way, we also give some of those features away for free. Anyhe left side, click of them. How Many Companies have female founders in crunchbase . You can do that search. Im super lazy, but one of the things you are describing is a functionality that seems to be a little awkward. Iremember at another company used to work at previously, i had access to a database. Those queries were a little smoother. Is there a way to refine that process . Is that something that you all want to do . We are going to listen to what our users say. We are in a world where we can iterate on weekly releases now. What has crunchbase done lately . It looks like nothing. Canthat it is out there, we release new features, make changes, and streamline it pretty quickly. What we have is a tool that is pretty powerful. You need to play around with it and learn how it works, but once you have done that, we think he will be happy with the questions and answers you can get. Jonathan i have been beating you up a little bit about my problems that i have with the product, but what do you see as some of the things that need to get done to improve . Weer i think right now, challenge our users to say, hey, do you think the company you are looking for is in crunch space . Often times the answer is yes, but sometimes the answer is no. One of the challenges we have is how do we go and expand the breadth of the data. Companies will talk about how many hundreds of thousands of companies they have on their data set, but you need to have a level of quality that is up to our standards before we consider it acceptable to import. We want a large number of companies that have that highquality bar. Alaska airlines in crunchbase . Yes, we are. We dont want that to be an expectation. We just want every company to be there. Jonathan so how do you get every company in gthere . Jager we have a series of partnerships. It lets us go wide and deep. Just today, we were announcing that we won some great hardships. He did great partnerships. The data is not in crunchbase yet, but we are getting it in there. , allnies like glassdoor these different sort of data sets. We are going to bring in huge inmates amounts of their data into our system, analyze it along with the other data sets. Really trying to get people thinking about crunchbase as the master record of the internet on the internet of companies. Jonathan is the idea to become . He linkedin of companies do you want to be a linkedin killer . Forr i think linkedin people is really cool. If we can become a linkedin, facebook for companies that help companies connect with one another, i think its an interesting challenge that can take us into the longterm. Jonathan what does that longterm look like . Five years from now, what does the crunchbase product look like . What is on offer . Every if you think about company being in crunchbase at that point, we are focused on having Companies Care more and more about what their profile looks like. Thate only going to have community aspect, but allowing companies to go and put on applications, parts of crunchbase that allow users to access different parts. Like imagine if there was a press release section that a company was controlling, or an certainion that only types of companies can have access to. Those are Ways Companies connect with other companies, and you need to have a lot of users using their stuff before you can roll features out because adoption become so critical. One question that i got that i would love to hear the answer to, when are yall going to do mobile apps . Jager three weeks ago we launched our ios app, so if you have not tried out our mobile ios app thats a great question, thank you. A lot of people dont know. We did launch it. That shows we continue to iterate on the free stuff. It is available for everyone. Just download it. Where younew version will be able to do all sorts of cool stuff. Probablye pro, we will have a mobile version of that in the next few months. Jonathan crunchbase tracks a lot of companies, almost every company that raises money. When his crunchbase going to be on crunchbase again . Right now we are not in the position where we really need to raise. Can see partners who our vision and get excited with us. When i meet those people and have those conversations, we might raise them, but there is no pressure. Jonathan among the features that you have on crunchbase am a there stuff about who has raised what, and crunchbase, there is a lot of stuff about who has raised what. Not to be a killjoy, but i want to learn about companies that have shut down. We are in a bubble that is versed in. Can you give me a list of companies that have closed in the last month . We have . Time do only 30 seconds. We will wrap it up. Jager all right. A bunch of feature lists on crunchbase right now. One of the ones we thought about doing that we did not do was the list of companies that have closed in the last 90 days, and you would see some interesting stuff. Jonathan and on that Debbie Downer of a note, i think we are done. Thank you for being here. [applause] up,hanks for dressing jager, by the way. Like i said, we have an incredible lineup for you, and our next panel is an amazing reminder of that. Toore we get started, i want remind you that we have alex right here, he goes by amac, so if you hear that, thats him. My duty is done. Please welcome to the stage megan, alexander, and our moderator kate conder. I am really excited to be here today with megan and amac. We have a ton of stuff to get through through tech policy to open government to expanding access to technology. Lets get right to it. To get to everything. Megan, when you first started in government, you talked about it feeling like the early days of the internet when no one really knew whether it was going to be, but there was excitement about the potential. Said it felt like 1997, 1990 eight. We are sticking with that timeline. Where is government at today . Its interesting. Alex and i were talking about where we worked all the way back in 2008 as an industry and the government itself. Office, our team, our create data, innovation, and technology on behalf of the people. We are working on tech policy, working on modernizing government. You see things like United States digital service. Also, how do we solve harder problems . We are working on all those pieces, but what has been really exciting is that neither of us had planned to go to government until they came and collected us. It is an honor to do this job. I really wanted to come and encourage people to come and enjoy. It is really the beginning of digital government. We were in south africa for the open government partnership, which is something the president started with seven countries a bunch of years ago, and now it is 70 countries. We have a digital tech track. People are sharing codes. U. K. , kenya, chile, others are starting to move into this space with Service Delivery and date of the finance and a data driven government, and the quality of what we can use with incredible governmental budget and access is really going to be realized, and it does feel like that 1997, 1998 time around here, maybe 1996, where it feels really early and we are really behind, but we are on that path, and weve got to ipo this thing and get what the American People really deserve. Of work is still a lot to be done when it comes to bringing technology in the government. You guys have 3. 5, four months left. Amac, what are some of the projects you are finishing before you leave government . It is not just government projects, but the things we has the American People are trying to get done, making sure we are tackling inequality, making sure we are working on longerrange things like Artificial Intelligence jury of all of it is stuff that we are rushing to get done. Artificial intelligence. All of it is stuff that we are rushing to get done. We are now in the implementation phase. The federal source code policy is one where we really need help with the audience, to make sure that the Pilot Program we have in terms of open sourcing more federally funded software is successful as we do that Pilot Program in the next three years. Kate are there projects that are going to be less than finished for the next administration to take and move forward . Megan that is the history of our country, the handouts. And techf Technology Innovation is at the core of i mean, president washington started the army corps of engineers before the country was founded. I was in boston, we were at john and Abigail Adams house. He started the surgeon general. There is so much of a long history with fdr, president obama gets the internet and has been pursuing an extraordinary job of pulling in what we call tq, like iq and eq. Tech skills area tech skills. The president ial innovation whole, entrepreneurs, a set of things. Another one of my favorite things going on is the Social Security administration doing coding boot camps with the team. We have 100 team 110 feds going through boot camps this fall. Doing 12 weeksre and current employees are doing four weeks. We upgrade everyones skills . Its a work in progress. We have setup a love of Amazing Things that will grow. The head of the u. S. Digital service was talking about how this navy seallike team that works together with all the cio and other Leadership Teams in the agencies now feels like a real thing, and it scaling. It up to liveset for a very long time . Thats what we are up to it. Alex that brings up the three parts of the ctos job. Megan wass, as saying, building the capacity within government and taking a love of the Building Blocks that are already there and trying to get them to scale. Step two, the second part is attacking other policy issues that come up in government which are really important, and number three is making sure that we are Capacity Building throughout the nation to make sure that more and more people have the opportunities that this crowd really enjoys. One of the things in the policy arena worth touching on is something that the president gave us as a resource, a new american resource. There are policy Councils Like the National Security council, National Economic council, credible colleagues week. We are in the office of science and technology policy. They added an extra policy convening called a Tech Policy Task force. I am the vice chair, people like , david gordon, the white house i. T. Teams, the federal cio, all the tech folks are on this counsel with our colleagues. Lead a technical driven conversation like open source, ai, other topics, so we drive the best tech quality we need and have engineers of that quality in the room as we decide policy. Make sure the policy is incurred by the best Technical Skills that we have, and we can reach out to our communities and really drive what the American People deserve. We have americans in our country, lets have been our government. All thesehave projects you are working on, open source, developing tech policy, international collaboration. We are in the middle of an election. Are there any of these projects you worry about being undone by a future administration, or things that might not see it through to completion . Megan it is the fourth quarter. They say great things happen in the fourth quarter. Baton, so we are running as fast as we can. We are not involved in the election. Bipartisan, are so operating more effectively, higherquality Service Delivery, the kinds of things that the u. S. Digital service team is doing together within the veterans administration, for example. Now it has gone from 45 minutes to 10 minutes to sign up for health care on a beautiful web app that is not impossible for people to use. Congress has recently been doing usps andt expanding others. We are confident that there is an executive order for the president ial innovation fellows that are doing amazing work on the department of transportation, across the board. It is the beginning of digital government. Thats just going to accelerate. We are pretty confident that whatever happens will continue. Kate thats great to hear. You about thek office of personnel management. 21 point 5 million records of Government Employees like yourselves were lost. 21. 5 million records of Government Employees like yourselves were lost. What did you learn . Is not unique to government. We have had more and more problems with Cyber Security across our government, and it am think that the president has been focused on, how do we get to the next level here . We rolled out a Cyber Security National Action plan and take concrete steps. One of those was proposing in the 2017 budget to make up a huge funds to help the federal government get rid of some of the oldest Legacy Services and move them into more modern, more secure services. The thing i would stress, another thing we really need to do as a country is grow many more Cyber Security talks, because Cyber Security folks, because if i were to say, come join government, that would begin for government, but the private sector would not have this talent. Need for that talent group to be more diverse. Diversethat the most teams are the best teams. Cyber security is one of those places where it is important to have diverse perspectives to move forward. I think Cyber Security is one of those issues where technologists feel a little bit of distance with the government. They think the government is on the opposite side of the city on the opposite side of the table when it comes to encryption. President obama was at sxsw. He talked about finding a way to make a compromise on encryption and engineer a safe backdoor for encryptions that Law Enforcement could have access. This is an issue that technologists struggled with. Obama said it was not something that he had the expertise to design. You have a little more engineering expertise. Do you think it is possible to design secure encryption . Alexander

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