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Brokerage allegedly clones Estately’s multi-million dollar website

Intellectual property is a serious matter, particularly when it comes to product design and website code. One Canadian real estate group allegedly used’s code on their own site, and Estately will “vigorously defend” their intellectual property.



Estately’s intellectual property

Seattle based real estate search company, intended to quietly handle what they allege to be Sutton WestCoast Realty’s intellectual property theft, having copied the code from Estately and using it for the design of their own website. Local tech writer, John Cook at heard about the allegations and the issue was no longer a quiet problem held closely to the vest.

Galen Ward, CEO and Co-Founder of Estately told AGBeat that Estately has sent Sutton a cease and desist letter but has not heard back from the company, while GeekWire reports Sutton declines to comment but notes the issue is being handled by the company’s lawyers.

Ward said, “They copied the code that was live on Estately 3-4 months ago. They have changed a few words and they de-minified our javascript and CSS. That’s the extent of what has changed.”

Comparing the two sites

Below is a screenshot taken of, followed by a screenshot of Sutton WestCoast Realty as captured by, click either to enlarge.

Spotting the differences

Ward said, “We’ve spent millions of dollars developing Estately. Having a clone that is using our copyrighted works in Vancouver (that could grow elsewhere) will materially impact the valuation of the company and our ability to raise money, and would make opening Estately in Vancouver – a market that would be worth hundreds of thousands of dollars a year in revenues – a non-starter.”

Estately has received funding and even participated in the 500 Startups incubator program in 2010 and says that while they have had competitors copy individual features and design concepts, they have never before had a “wholesale copying of our functionality and codebase.”

Although Estately indicates they hope to resolve this outside of the court system, Ward said, “We will do whatever it takes to defend our copyright – including suing if necessary,” adding, “We are vigorously defending our [intellectual property] IP.”

As of publication, the search function on the Sutton WestCoast Realty website appears as follows for all attempts at searching the site:

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  1. Jeff Burke

    April 5, 2012 at 11:30 pm

    I could ask all kinds of questions concerning this issue. It seems to me that it would be a challenge to prove one copied anothers map search unless you could PROVE they lifted the code. Once something is in the public domain it seems to all change. Are Estately’s screens patented? Is that even possible? I am not an IP attorney so I have no idea.

    I do know that I am a startup in the exact same space and we try to improve on everything that is currently in the public domain. There are some innovative ideas on how to create a map search but I presume if they aren’t patented they are fair game to replicate.

    The screen shots are obviously similar but how different is any map search from the next? What influenced or inspired the map that Estately uses? Did they ever look at Zillow, Trulia or Redfin? Heck, I have never even heard of these guys much less seen their maps and I’ll tell you right now that our beta map search which is already well into development resembles them both. There are only so many ways to do basic map search.

    I’m not sure about the ability to accuse someone of stealing the code unless there is something more to this story than meets the eye. Did any of the coders do work for both companies? Was there a relationship bn the two companies that went south?

    Lots of questions…

    • Jeff Burke

      April 6, 2012 at 12:23 am

      Yuk…this stinks. As noted in last paragraph of previous post, there does seem to be a previous relationship of 3 years according to other sources and if that is the case I hope Estately buries these guys! Zero tolerance for this type of activity, especially if it originated from a working relationship.

    • Galen

      April 6, 2012 at 3:22 pm

      Jeff, this is a copyright and IP concern, not patents.

      Make beautiful map search interfaces, just don’t copy our code or use our code as your starting point.

      • Jeff Burke

        April 6, 2012 at 6:23 pm

        I rescind any previous question of doubt and hope you guys can prove it up. That is wrong on so many levels. It has happened to me before and I hope you guys get your day! Best of luck!

  2. Kevin Lisota

    April 6, 2012 at 2:18 am


    Sutton had a contract to use Estately for 3 years. At the end of the 3 years, they lifted icons/css/js/html directly to create a clone. There is no question of the theft here. If you looked at the underlying code, most of it was identical.

    We had a similar relationship with Estately that disallowed reverse engineering and derivative works. Clearly this was a derivative work, which is probably why the site has now been down for over a day.

    • Jeff Burke

      April 6, 2012 at 6:21 pm

      That is SO jacked up! I hope they can prove it and are able to prosecute to the fullest extent.

  3. Larry

    April 6, 2012 at 2:36 pm

    Well this is probably one case of the DMCA coming in handy.

  4. RossK

    April 7, 2012 at 9:17 am

    Are you guys serious or is this an april fools post.

    This is a common idx template that is already available for FREE to anyone. This exact same template is used on hundreds of sites.

    And…if anyone wants to start discussing copyrights and IP lets start talking about such thefts in the current syndication process.

    I own the copyright on every listing I create and publish. The MLS does not own that copyright.

    Now call your attorneys.

    • Alex Cortez

      April 9, 2012 at 5:11 pm

      Ross, when you input your listing on your local MLS, do you NOT agree to have it syndicated?

      You said that you ‘own the copyright on every listing I create and publish’. Since you feel your ‘copyright’ is being infringed upon, perhaps it’s time YOU call your attorney

  5. Josh Nekrep

    May 10, 2012 at 6:32 pm

    I don’t know any of the details here, but it wouldn’t surprise me if it was the case that those who commissioned the “copy” site weren’t technical enough to recognize the error of their ways. They’ll blame it on the web developer, and the web developer will say they were only doing what was asked of them. There’s bound to be a lot of playing dumb when/if this makes its way to court, and likely nothing substantial will come of it other than the fact that it will remain down and they’ll come out with a new site.

  6. Ken Granger

    May 10, 2012 at 6:32 pm

    No reputable web developer should ever copy another sites work even if instructed by their client to do so. You might get some hack, or over seas company to do that, but a legit web company knows better.

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Business News

Walmart delays the launch of its Amazon Prime competing service

(BUSINESS NEWS) Walmart+ is being delayed once again, but the service has yet to be cancelled. Will it be another flop?



Walmart+ Amazon

Walmart+, the supposed Amazon Prime alternative of the century, has been delayed from launching until further notice. This marks the second delay of the year.

Vox reports that the Amazon Prime competitor was initially supposed to launch in the first quarter of 2020, but Walmart pushed the release back to July due to Coronavirus concerns. Now, Walmart+ doesn’t have a definitive launch date–indecision that’s easy to chalk up to both the ongoing pandemic and trepidation regarding profitability in an Amazon-dominated world.

Amazon Prime, a service which runs customers $119 per year, has well over 100 million members in the United States; that works out to at least one member in a little over 80 percent of households here. Between its ubiquitous nature and the fact that Amazon Prime members are more inclined to use Amazon frequently than non-Prime members, it isn’t hard to see why a premium Walmart subscription seems a little redundant.

But Walmart doesn’t see it that way. “Walmart executives have hoped the program would strike a balance of being valuable enough that customers will pay for it, while boasting different enough perks from Amazon Prime so that there aren’t perk-by-perk comparisons,” Vox posits. At $98 per year, Walmart+ would include things like same-day delivery, gas discounts, line-skipping, a dedicated credit card, and potentially even a video streaming service.

While there are some clear parallels between Amazon Prime and Walmart+, one can attribute those to convenience rather than imitation. People seem to enjoy having extra streaming options as a perk of Prime, so for Walmart+ to include something similar wouldn’t exactly be inappropriate.

The largest obstacle to Walmart+’s success in a post-Coronavirus world probably won’t have much to do with brand loyalty, but the fact remains that Amazon’s value is so far above and beyond Walmart’s that people who regularly use Amazon Prime aren’t likely to make the switch–and, as mentioned previously, the sheer number of people who have a Prime membership is high enough to be concerning to Walmart executives.

However, for customers who frequently shop at Walmart or live in relatively rural areas, Walmart+ doesn’t seem like a bad gig. It isn’t Amazon Prime, to be sure–but that’s the point.

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Business News

What COVID-19 measures do workplaces have to take to reopen?

(BUSINESS NEWS) Employers can’t usually do medical screenings – but it’s a little different during a pandemic.



COVID-19 temp gun

Employers bringing personnel back to work are faced with the challenge of protecting their workforce from COVID-19. The Center for Disease Control (CDC) and the Equal Employment Opportunity Commission (EEOC) have issued guidelines on how to do so safely and legally.

Employee health and examinations are usually a matter of personal privacy by design through the American’s with Disabilities Act. However, after the World Health Organization declaration of the coronavirus as a pandemic in March, the U.S. EEOC revised its guidance to allow employers to screen for possible infections in order to protect employees.

Employers are now allowed to conduct temperature screenings and check for symptoms of the coronavirus. They can also exclude from the workplace those they suspect of having symptoms. The recommendations from the CDC also include mandatory masks, distant desks, and closing common areas. As the pandemic and US response evolves, it is important for employers to continue to monitor any changes in guidance from these agencies.

Employers are encouraged to have consistent thresholds for symptoms and temperature requirements and communicate those with transparency. Though guidance suggests that COVID-19 screenings at work are allowed by law, employers should be mindful of the way they are conducted and the impact it may have on employer-employee relations.

Stanford Health Care is taking a bold approach by performing COVID-19 testing on each of its 14,000 employees that have any patient contact. They implemented temperature scanning stations at each entrance, operated by nurses and clinicians. The President and CEO of Sanford Health Care said, “For our patients to trust the clinical procedures and trials, it was important for them to know that we were safe.”

Technology is adapting to meet the needs of employers and identify symptoms of COVID-19. Contactless thermometers that can check the temperature of up to 1,500 people per hour using thermal imaging technology are now on the market; they show an error margin of less than one-tenth of a degree Fahrenheit. COVID-19 screening is being integrated into some company time-clocks used by employees at the start and end of each shift. The clocks are being equipped with a way to record employee temperatures and answers to a health questionnaire. Apple and Google even collaborated to bring contact tracing to smart phones which could help contain potential outbreaks.

Fever, coughing, and difficulty breathing are the three most common symptoms of COVID-19. Transmission is still possible from a person who is asymptomatic, but taking the precautions to identify these symptoms can help minimize workplace spread. This guidance may change in the future as the pandemic evolves, but for now, temperature checks are a part of back to work for many.

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Business News

Technology that may help you put the “human” back in Human Resources

(BUSINESS NEWS) Complicated application processes and disorganized on-boarding practices often dissuade the best candidates and cause new hires to leave. Sora promises to help with this.



employee hiring

Even in a booming economy, finding the right applicant for a role can be a drawn-out, frustrating experience for both the candidate and the hiring manager. Candidates submitting their resume to an automated HR system, designed to “seamlessly” integrate candidates into their HRIS accounts, face the interminable waiting game for feedback on whether they’re going to be contacted at all.

Ironically, this lack of feedback on where a candidate stands (or even if the resume was received at all) and a propensity for organizations to list roles as “Open Until Filled”, overwhelms the hiring manager under a mountain of resumes, most of which will not be reviewed unless there is a keyword match for the role. And if they do somehow manage to see the resume, studies indicate that in less than 10 seconds, they’ll have moved on to the next one.

The problems don’t end there, however. Once the candidate and hiring manager have found one another, and the HR team has completed the hire, the dreaded phase of onboarding begins. During the first few days of a new job, a lack of effective onboarding procedures—ranging from simple tasks like arranging for technology or introductions to a workplace mentor—can be the cause of a significant amount of employee turnover. Forbes notes that 17% of all newly hired employees leave their job during the first 90 days, and 20% of all staff turnover happens within the first 45 days.

The reason, according to Laura Del Beccaro, Founder of startup Sora, is that overworked HR teams simply don’t have the bandwidth to follow up with all of those who are supposed to interact with the new employee to ensure a seamless transition experience. Focusing on building a template-based system that can be integrated within the frameworks of multiple HRIS systems, Sora’s focus is to set up adaptable workflow processes that don’t require the end-user to code, and can be adjusted to meet the needs of one or many employee roles.

In a workplace that is becoming increasingly virtual, out of practicality or necessity, having the ability to put the “human” back in Human Resources is a focus that can’t be ignored. From the perspective of establishing and expanding your team, it’s important to ensure that potential employees have an application experience that respects their time and talent and feedback is provided along the way, even when they might not be a fit for the role.

Take for example the organization who asked for an upload of a resume, then required the candidate to re-type everything into their HRIS, asked for three survey responses, an open-ended writing task, a virtual face-to-face interview, *and* three letters of reference—all for an entry-level role. If you were actually selected for an in-person interview, the candidate was then presented with another task that could take up to two hours of prep time to do—again, all for an entry level role.

Is that wrong? Is it right? The importance of selecting the right staff for your team can’t be overstated. But there should be a line between taking necessary precautions to ensure the best fit for your role and understanding that many of the best candidates you might find simply don’t want to participate in such a grueling process and just decide to move on. There’s a caveat that says that companies will never treat an employee better than in the interview process and in the first few weeks on the job—and that’s where Sora’s work comes in, to make certain that an employee is fully supported from day one.

Bringing on the best to leave them without necessary support and equipment, wondering at the dysfunction that they find, and shuffled from department to department once they get there creates the reality and the perception that they just don’t matter—which causes that churn and disconnect. Having your employees know that they matter and that they’ll be respected from day one is a basic right—or it should be.

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