docs(day0): Added hireing talk

content/day0/06_hire-engineers.md

@@ -0,0 +1,60 @@
+---
+title: So you want to hire for platform engineering
+weight: 6
+tags:
+ - platform
+ - cloudnativecon
+---
+
+<!-- {{% button href="https://youtu.be/rkteV6Mzjfs" style="warning" icon="video" %}}Watch talk on YouTube{{% /button %}} -->
+
+Hypothesis: The bar for good interviewing is somewhere near the earth's core and we need to improve this (because we need more engineers)
+
+## Resilience engineering
+
+> The overarching concepts that apply to platforms or just "how to make code work"
+
+Idea: Four main goals that align with different roles unter the mothership "resilience engineering"
+
+- Rebound: SRE
+- Robustness: Infra
+- Graceful extensibility: Platform Engineering
+- Sustained adaptability: DevEx (often pulled out into something else)
+
+Bonus things to look out for
+
+- Intellectual Humility: The ability to learn new things and accepting that you might now much but not everything
+- Ecological awe: The awe expereienced when looking at beautiful nature and feeling small or just looking at the cncf landscape
+
+## What do you need for the first team
+
+- People who are able to hire new people and willing to step up to leadership in the long term
+- Generalists
+
+## The process and what to do
+
+What should happen before we hire someone (either in one or multiple interviews).
+
+1. Learn about each other
+2. Solve a technical problem together
+3. Solve a socological problem together
+4. How do you and your future coworkers/stakeholders get along
+
+Make sure the end2end time (first interview to ye or no) is low (best is under two meeks)
+All of your current engineers should be able to pass the interview without studying in advance (no stupid)
+
+## Potential Failures and fallacies
+
+- The fallacy of demographics in = demographics out
+- Treating interviews like hazing
+- you don't track afer-hire indicators
+- Whireboard interviews: They are stupid repetition and regurgitation and have 0 relations to the real world work
+- There are no real studies on how to asses and hire talent
+
+### Flags
+
+- Passion is usually interpreted as "puts up with abuse" and should not be mistaken for caring -> See "Ecological awe"
+- Side projects probably indicate lack in family/social time "i make my wife raise the kids" -> Sideprojects are not a good indicator, maybe their are brilliant at their job but love their free time
+- A Moneyball-like process (data-driven decision) completely counters how talent is perceived -> Expand the hiring pool to anybody and ignore the clasical "indicators of talent"
+- Discriminated demographics probably have a better grip on systems thinking (doe to being forced to make choices)
+- Systems thinking is more important than platform knowledge (If you can think in terms of organization and dependencies you can work on platforms)

content/day0/_index.md

@@ -9,7 +9,7 @@ This year I spent most of my time at the platform engineering day.
 
 ## Talk recommendations
 
-- TODO:
+- [So you want to hire for platform engineering](../06_hire-engineers)
 
 ## Other stuff I learned or people i talk to