From f0229abafd2f173d8fb0d40e592ca6c2a40472d9 Mon Sep 17 00:00:00 2001 From: Nicolai Ort Date: Tue, 1 Apr 2025 11:24:14 +0200 Subject: [PATCH] docs(day0): Added hireing talk --- content/day0/06_hire-engineers.md | 60 +++++++++++++++++++++++++++++++ content/day0/_index.md | 2 +- 2 files changed, 61 insertions(+), 1 deletion(-) create mode 100644 content/day0/06_hire-engineers.md diff --git a/content/day0/06_hire-engineers.md b/content/day0/06_hire-engineers.md new file mode 100644 index 0000000..ce7c7a2 --- /dev/null +++ b/content/day0/06_hire-engineers.md @@ -0,0 +1,60 @@ +--- +title: So you want to hire for platform engineering +weight: 6 +tags: + - platform + - cloudnativecon +--- + + + +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) \ No newline at end of file diff --git a/content/day0/_index.md b/content/day0/_index.md index 3da53ff..8282059 100644 --- a/content/day0/_index.md +++ b/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