Nicolai Ort
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61 lines
2.8 KiB
Markdown
61 lines
2.8 KiB
Markdown
---
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title: So you want to hire for platform engineering
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weight: 6
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tags:
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- platform
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- cloudnativecon
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---
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{{% button href="https://youtu.be/cl-MO7j7MHY" style="warning" icon="video" %}}Watch talk on YouTube{{% /button %}}
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<!-- {{% button href="https://docs.google.com/presentation/d/1nEK0CVC_yQgIDqwsdh-PRihB6dc9RyT-" style="tip" icon="person-chalkboard" %}}Slides{{% /button %}} -->
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Hypothesis: The bar for good interviewing is somewhere near the earth's core and we need to improve this (because we need more engineers)
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## Resilience engineering
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> The overarching concepts that apply to platforms or just "how to make code work"
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Idea: Four main goals that align with different roles unter the mothership "resilience engineering"
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- Rebound: SRE
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- Robustness: Infra
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- Graceful extensibility: Platform Engineering
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- Sustained adaptability: DevEx (often pulled out into something else)
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Bonus things to look out for
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- Intellectual Humility: The ability to learn new things and accepting that you might now much but not everything
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- Ecological awe: The awe expereienced when looking at beautiful nature and feeling small or just looking at the cncf landscape
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## What do you need for the first team
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- People who are able to hire new people and willing to step up to leadership in the long term
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- Generalists
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## The process and what to do
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What should happen before we hire someone (either in one or multiple interviews).
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1. Learn about each other
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2. Solve a technical problem together
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3. Solve a socological problem together
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4. How do you and your future coworkers/stakeholders get along
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Make sure the end2end time (first interview to ye or no) is low (best is under two meeks)
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All of your current engineers should be able to pass the interview without studying in advance (no stupid)
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## Potential Failures and fallacies
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- The fallacy of demographics in = demographics out
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- Treating interviews like hazing
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- you don't track afer-hire indicators
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- Whireboard interviews: They are stupid repetition and regurgitation and have 0 relations to the real world work
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- There are no real studies on how to asses and hire talent
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### Flags
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- Passion is usually interpreted as "puts up with abuse" and should not be mistaken for caring -> See "Ecological awe"
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- 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
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- 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"
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- Discriminated demographics probably have a better grip on systems thinking (doe to being forced to make choices)
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- Systems thinking is more important than platform knowledge (If you can think in terms of organization and dependencies you can work on platforms) |