 Baiklah. Jadi bagaimana semua orang berasa bersama? Berasa bersama baik? Kamu berasa berasa dan menggantikan untuk menggantikan industri sejujurnya? Bagaimana siapa berasa bersama? Sampai siap. Bermasuk. Bersama orang berasa bersama. Baiklah. Jadi saya harap kamu sekarang sangat berasa bersama untuk belajar sejujurnya jika ia benar-benar dapat menggantikan industri sejujurnya tanpa sebuah CsD. Apa yang orang tengok pada perniagaan? Berapa banyak orang mencari perniagaan? Atau menggantikan. Bagus. Saya akan beritahu semua peminat kamu. Periksa. Baiklah. Sekarang kita akan bergerak ke perniagaan kita apabila kita mempunyai empat peminat. Untuk berkongsi lebih banyak tentang apa yang sederhana dan terbaik pada perniagaan apabila ia mencari perniagaan dalam industri sejujurnya. Jadi sekarang mari kita berikan aplikasi bersama empat peminat. Kita keluar bersama. Bagaimana dengan peminat peminat? Peminat peminat peminat. Dia akan ambil peminat kerana ia peminat peminat peminat. Kamu tak perlu menggantikan gambar kamu hanya mengatakan, hanya sejujurnya kamu menangis. Jadi semua kamu ada mic di dalam sejujurnya. Jadi pastikan mengikuti yang ia di atas. Mari kita mulakan. Jadi hari ini kita akan bercakap lagi, seperti yang saya menyebut awal, apa yang beberapa peminat terbaik, apa peminat peminat peminat peminat apabila ia menyebut, bagaimana kamu boleh berdiri dan perspektif perempuan. Maaf, nanti mungkin. Jadi kita akan... ia akan lebih banyak peminat peminat peminat. Saya akan tanya pertanyaan. Tapi kita akan mempunyai Q&A selepas peminat ini. Jadi jelaskan untuk memikirkan pertanyaan semasa kita bercakap dengan beberapa perkara. Jadi mari kita mulakan dengan peminat peminat. Untuk siapa kamu berada di depan dan sedikit tentang perkara yang kamu bekerja. Helo. Hai. Maaf. Saya tidak bercakap sepanjang masa ini. Jadi nama saya Starshell. Saya telah berada di industri selama 23 tahun ini. Jadi... 25 tahun. Saya bekerja di ASB Digital. Saya adalah peminat peminat peminat yang berusaha untuk membuat peribadi yang berlaku. Tapi sebabnya saya memilih peminat ini adalah kerana orang kedua untuk menjawab pertanyaan. Itu adalah strategi yang terbaik. Tapi kamu tahu saya boleh tanya kamu. Jadi nama saya Loh Shen. Saya bekerja di Zendes. Saya bekerja di software selama 20 tahun. Dan... sebab saya bekerja di Zendes kerana menjelaskan keadaan. Saya memutuskan kerana peribadi sangat compak. Dan mereka perlukan seseorang yang perlu menjelaskan keadaan. Jadi saya merupakan keadaan yang lebih tinggi dan yang sepatutnya saya menjelaskan beberapa tahun. Jadi itu adalah bagaimana yang saya dapat menjelaskan. Hai. Saya Xihuan. Saya bekerja di Rekriping Tech di Facebook sekarang. Dalam masa beberapa tahun, saya menghubungi kali-kali di Lysha. Jadi dalam masa beberapa tahun saya menjelaskan Kami akan mempunyai sebuah penerbangan di Facebook. Hai, semua. Saya Jillian. Saya adalah seorang penerbangan penerbangan di Bomich. Bomich adalah seorang penerbangan penerbangan yang sangat cepat, dan mempunyai masalah untuk penerbangan penerbangan, dan juga untuk menerbangan juga. Jadi saya bermula di Bomich sekitar dua tahun lalu. Sebelum itu, saya rasa saya tidak dapat menerbangan sekarang. Saya rasa saya tidak dapat menerbangan sekarang. Tidak lama lagi. Jadi saya mempunyai penerbangan penerbangan di sisi komputer yang bergerak ke tempat penerbangan penerbangan penerbangan. Jadi kita perlu berkongsi lebih banyak daripada mereka untuk mencari untuk bekerja dalam tech, tetapi juga tidak menerbangan dalam tempat penerbangan. Awak juga penerbangan penerbangan penerbangan penerbangan terakhir, kan? Awak juga penerbangan penerbangan penerbangan terakhir, kan? Ya, jadi setelah saya mempunyai penerbangan... Saya rasa saya pernah menjadi penerbangan penerbangan penerbangan selama lima tahun, dan kemudian saya memperkenalkan lebih banyak ke keadaan. Selepas saya memperkenalkan dari sekolah, saya membuat banyak keputusan dan melalui satu tahun sehingga saya mempunyai penerbangan penerbangan penerbangan. Saya rasa saya menerbangan keadaan dan menerbangan saya akan menerbangan oleh banyak perniagaan dan sebagainya. Tapi saya juga mahu membuat perniagaan, jadi perniagaan pertama yang saya mulakan dengan cepat adalah penerbangan penerbangan penerbangan. Ya, itu sangat teruk. Sebelum kita memperkenalkan pertanyaan yang lain, saya ingin beritahu bahawa ini sebenarnya penerbangan penerbangan penerbangan penerbangan penerbangan terakhir. Kerana kita biasanya hanya mempunyai penerbangan penerbangan. Seperti penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan penerbangan pener Saya rasa yang terbaik untuk saya, orang yang tak peduli saya, mungkin saya akan membawa mikrofon. Tapi sebab banyaknya, saya akan mengambil jawapan. Jadi, kami telah membeli dan kami telah membeli. Sebelumnya, proses perusahaan diberi oleh pasukan. Jadi, kami telah menerima banyak filtasi sebelum kita memulai orang, dengan sebuah CV dan sebagainya. Selepas itu, kami akan pergi sebuah ruang dan kemudian kami membuat dua ruang, dan kemudian mereka mungkin akan berada sebelum kita membeli dan membeli. Jadi, ada banyak lagi perusahaan dan perusahaan daripada itu. Kami mahu pastikan dalam termasuk berpengalaman dan kultur. Perusahaan dan perusahaan tidak sepatutnya, hanya untuk berpengalaman dan perusahaan. Untuk melihat bagaimana perusahaan dan perusahaan di mana kita perlu berpengalaman dan perusahaan. Jadi, mungkin saya akan membeli ruang untuk sekejap. Selepas itu, saya mahu mendengar dari perusahaan di Facebook sebagai perusahaan besar. Seperti yang saya katakan, saya telah membeli perusahaan dan perusahaan di Facebook. Jadi, saya akan membeli perusahaan dan perusahaan dan perusahaan dan perusahaan. Untuk perusahaan dan perusahaan, kami membeli dua ruang untuk berpengalaman dan perusahaan dengan BC. Jadi, kami membeli perusahaan dan perusahaan di online. Kami hanya membeli ruang untuk berpengalaman. Jadi, kami akan bercakap dengan satu perusahaan di BC dan berpengalaman dan perusahaan. Dalam perusahaan dan perusahaan, kami akan meminta beberapa perusahaan dengan kisah. Kami akan membeli perusahaan yang berlaku dengan kisah dan juga, kami akan membeli perusahaan dan perusahaan. Jadi, kami akan membeli dua atau tiga perusahaan yang benar-benar membeli perusahaan. Dan ke�isannya dan perusahaan itu akan berlaku dengan kisah atau ada keputusan yang lebih baik. Jadi, kami akan mengangkatkan kami perlu dapat mengangkat untuk membebaskan perusahaan. Jadi, kami ada dua ruang untuk itu. Kita mengambil perusahaan dan perusahaan. Jika semua rancangan mempunyai feedback positif, kita akan bergerak ke perjalanan yang tidak teruk, yang merupakan perjalanan FOO, yang mempunyai 4 perjalanan. 45 menit setiap, akan ada dua perjalanan lagi. Pada perjalanan FOO, anda tidak akan mempunyai komputer lagi. Semua perjalanan FOO akan diberi di atas perjalanan. Jadi, perjalanan FOO akan diberi di atas perjalanan. Kecuali pada perjalanan FOO, kita akan ada dua perjalanan berdasarkan untuk bintang perjalanan. Jadi kita mungkin untuk bina pasangan perjalanan atau 22.00 perjalanan. Sekiranya kita akan membuat perjalanan, bagaimana kita akan membuatnya? Kepada perjalanan terakhir, belakang akan menjadi perjalanan perjalanan. Perjalanan perjalanan adalah lebih daripada pelajaran. Kami akan bercakap tentang pengalaman lalu, keperluan-keperluan, keperluan-keperluan, keperluan-keperluan Jadi lebih banyak keperluan-keperluan anda daripada teknik Proses pengalaman ini tidak terlalu lama Kami hanya bercakap dengan telefon untuk berjumpa dengan 4 orang yang berbeza Sebenarnya, ia sangat mudah Sebenarnya, ia sangat mudah Berapa banyak orang yang sangat menghargai kerja dan bekerja sebagai pengalaman? Saya tidak tahu tentang kamu, tetapi saya menghargai keperluan-keperluan menghargai pengalaman Jadi, Loh Shen, saya menjaga kamu setelah itu, because I think you have a perspective of Zopin in its early days versus Zendesk now So I'm just wondering, is there any differences in terms of hiring or if not, what's the process like? Okey, jadi apabila saya menghargai Zendesk, saya hanya menghargai keperluan-keperluan Kami mempunyai 16 orang, hari ini kita mempunyai 16 orang Dan salah satu kerja yang penting saya adalah untuk membangun keperluan Jadi, perkara yang saya duduk di sini, bermaksud saya tidak membuat kerja saya terlalu kembali Dan salah satu perkara yang telah mengubah selama beberapa tahun, tentu bagaimana kita mengambil orang Apabila pembicara mulai, mereka tidak mempunyai banyak duit, mereka tidak tahu apa yang mereka buat Ini adalah pekerjaan pertama. Jadi, pembicara mulai berjalan-jalan dengan pembicara mulai untuk memperkenalkan mereka Beritahu mereka bahawa mereka adalah pelajar Vietnese, tidak akan membuat kerja di Singapura Pembicara-pembicara bergabung dengan saya, dan mereka akan berjalan-jalan dengan orang ini Beri mereka pelajar, lupa tentang kerjaya dan arti-tek, bagaimana mereka bergabung dengan pembicara saya dan bekerja Jadi, itu adalah sebaik-baik saja bagaimana secara secara secara secara secara secara secara secara Jadi, itu adalah bagaimana ia berulang Dan apabila saya mempunyai pembicara mulai, saya telah memberi pelajar untuk membangkinkan pembicara Dan ia mempunyai banyak duit untuk mempunyai orang yang berjalan-jalan dengan pembicara Jadi, kita perlu memperkenalkan proses untuk menjadi lebih profesional Dan saya rasa, pada akhirnya, kita akan memperkenalkan proses yang sangat bergabung dengan Faze Jadi, sekarang ia mulai dengan pembicara-pembicara bergabung dengan anda Dan kemudian, kita akan memberi pembicara-pembicara setiap pertanyaan teknikal Untuk memperkenalkan pembicara-pembicara setiap pertanyaan teknikal Dan selepas itu, kita akan memberi pembicara-pembicara setiap pertanyaan Kita tidak akan takut untuk orang berkongsi dan menerimanya Kerana apa yang berlaku selepas itu adalah pembicara-pembicara setiap pertanyaan Dengan pembicara-pembicara kita, mereka akan menyebabkan pertanyaannya Mungkin tentang pertanyaan yang anda menerimanya Dan kemudian pertanyaan lain Sebelum itu, tentu saja, pembicara-pembicara anda akan menerimanya Dan kita akan mencari pertanyaan untuk melihat untuk kepercayaan Bagaimana penerimanya anda, bagaimana penerimanya anda berfikir Bagaimana penerimanya anda, dan sebagainya Jadi, selepas itu, anda akan menerimanya untuk tiga pertanyaan Pertama, dua orangnya adalah teknikal Mereka akan menerimanya untuk menerimanya Dan kita akan menjadikan bahawa anda adalah orang yang menerimanya Dan kita juga akan menyebabkan tentang pertanyaan keadaan genera Untuk mempunyai perhatian yang lebih besar Dan kemudian, kita juga akan menyebabkan pertanyaan keadaan Di mana anda akan bertemu dengan saya Dan mungkin dengan pembicara-pembicara Dan mungkin dengan orang yang akan bekerja dekat Dan yang kita ingin tahu adalah Bagaimana anda menerimanya keadaan kerja? Kita mencari orang yang terdapat yang anda bekerja dengan Orang yang terdapat yang terdapat Bagaimana anda menerimanya keadaan kerja? Sebenarnya, saya sangat berminat dalam kesilapan yang anda lalui Kerana ia menunjukkan keadaan wanita Saya telah menjagakan orang yang satu-satu Di kelas daripada kemahaman ujian Dan orang itu sentiasa menakutkan saya Saya akan tanya mereka, apa yang paling besar Berusaha dan menerima hidup yang anda pernah melihat Jika anda berpikir sejauh-perjauhan Kerana ia tidak pernah hilang Dan saya minta perjauhan tersebut Dan ia menjadikan saya sangat penat Kenapa dia buat kerja, kita gagal selama-lamanya Dan yang menarik adalah, kita dapat mengambil kemahiran Jadi saya rasa kemahiran, kemahiran boleh bekerja sekarang Jadi anda berkata, anda patut pergi melakukannya Perlukan proses interview di Facebook Perlukan kemahiran, kemahiran, kemahiran, kemahiran, kemahiran Betul tak? Kamu mungkin tak gagal, dan saya akan mengambil kemahiran Ya, apa tentang Jaden? Apa yang anda katakan daripada kemahiran, kemahiran, kemahiran? Ya, untuk kemahiran, kami juga Saya rasa kami melihat banyak kemahiran lebih daripada kemahiran Kerana ia sangat penting untuk kemahiran seperti keluarga Sekarang kami ada 24 orang-orang, sekitar 8 orang-orang mereka Jadi jika anda berfikir tentang itu, itu seharusnya Kita faham apabila kita berkata bahawa Satu-satunya perkara, ia bergagal Apabila orang-orang ini bergagal, dan tentu-satunya ada banyak perkara Bagaimana anda bergagal dengan orang-orang ini? Ya, tapi saya berkata dengan apa yang dikatakan Saya rasa ada masa yang mempunyai kemahiran, ia hanya... Tentu-satunya, ada satu kemahiran yang kami bertanya Dan ia sangat menarik Ia adalah sebuah kebanyakan yang terkenal Ia bergaduh dari computer sains Ia hanya semuanya yang ada dari perspektif teknik Tapi lagi, saya rasa untuk mulut yang saya sedang mencari Saya memang mempunyai kemahiran yang terkenal Bagaimana anda lapang untuk belajar? Bagaimana anda mempunyai kemahiran untuk membuat kemahiran? Dan apabila kami bertanya Apa adalah kemahiran terbesar yang terbesar? Dia benar-benar berkata, dia berfikir untuk lama Dia berkata, ia adalah sebuah kemahiran yang terkenal Jadi kami hanya berkata, dia berkata Ya, saya mempunyai kemahiran yang terkenal Di tahun akhir saya dan di sekolah Saya rasa kita hanya menonton bersama-sama Saya rasa, oh, okey, okey Itu bagus untuk saya tahu Jadi saya rasa ia akan menunjukkan Hanya sebuah proses yang kita... Kita cuba berhubung pada hari ini Jadi dua kata-kata Satu yang lebih, hanya penjelasan Hal yang lebih dikeluarkan, kenapa anda akan bekerja di rumah Second is technical, so on the phone just a series of technical questions. Before that and then the third one is you get to take home assignment. And the assignment is relating to a problem that we're solving at home edge. So in the literal and engineering problem right now, ideally it's in the past sprint or in the current sprint. So by the time it comes to them, let's say they pass that phase. We're not worried about them cheating as well because in the onsite, we ask them to talk through their code. So if they do a good job of pretending and I guess they're thinking it, they can still pass but then what we actually do is ask them to extend that project. So add a function or how would you change the code if this requirement was to change and then we'll see how they perform. And I think that's what we do. It's just one interview. So if they pass that, they can call back for a fourth one just in terms of a final behavioral, cultural set. So I think no in person, I guess when they code, they typically let them code on the laptop. There's no remote coding. So I think that's that. It seems like there's a lot of focus on non-technical soft skills. You touch on resilience, failure, face challenges, fire in a valley. What are some of the things that you look for when you're hiring tech talents? Anyone can answer? Well, I think when I joined as an open team, one of the things that I noticed about the team is the company is very product-focused and very particular about the user experience. I think the design team that we have is probably among the best in the world. So when we hire engineers, we try to look for people who are very product-centric in thinking. Now, there's a big difference here because there are engineers who are out there to do a product for people to use. And there are engineers who are out there who are obsessed with technology and they're just going around and finding random power and just so that they can apply the technologies. And I think both Zopin and Zanya, I think we consider ourselves first and foremost a product company. And we want to look for people who are passionate about the product, their view and their request to find the right technology rather than the other way around it. They're very obsessed with technology and just trying to find a problem to solve. And I think that will be a key trait that I look for the engineers when I do my interviews. I think I do, I've heard what Shenmueh was saying that the passion is hard. I know Facebook sounds like a big company or established, but we always say only 1% down. But I still maintain a very start-up kind of culture inside of Facebook. We're still trying to do a lot of new things. And one of our values is to be more impact either to your own circle, your community, either to the country, to the world. So, when we're looking for people, we always ask why are you interested in Facebook. We don't want to hear the answer like Facebook is a big tech company, it's famous, like no answer at all. So we want to see the people who are passionate about it. I'm not scared when I ask people this question, they will say, oh, your death feature is really not good. We hate that, my friends hate that. I think you need to improve this. I don't mind hearing this kind of nonsense. That means they're thinking about our products. They're thinking how we can make more impact to the community. So, through all the interview process, a lot of interviewer will be asking like your passion about Facebook. They want to hear how you want to do your work and how you want to improve our product or how you, other than your working time, are you doing some assignments? Are you doing some small projects by yourself? Even though you build an app for your kids, it shows you have the passion you want to build something. So, we are looking for the builders who are passionate about making impact to the community. So, Sean, you want to add today? I think a lot of people didn't say and we do practice a lot of that. So, I really, passion is something that we look for as well in the team. But what I really look for are people who can work well in the team because I always believe it's team-first and software development, yes, you can develop as an individual but most of the time, in larger software development, it's still in the team. So, no matter how good you are, you can work well in the team. And therefore, you will be able to work well. So, that is the primary thing that I look for. Of course, I think technical fit can always be taught because this boot camp has taught so many participants. You can always learn new technologies. You can always learn something. And we have Vina. Vina is the boot camp guide for the first batch when she works at SP now. Ya. So, she's a prime example. I think you can learn skills but the personality, the fit in the culture and passion, those are very difficult things to learn. So, those are the things I would look at. Right. So, the next key question is how important is a CS degree when it comes to hiring tech talent? Does it mean that people in the audience who have studied CS and was completely trash, 3-4 tahun dalam hidup awak, bagaimana penting mempunyai degree CS? Saya rasa ia tidak penting. Sebenarnya, saya akan memberitahu sebuah penyelidik dan penyelidik yang kita mempunyai. Dia tidak mempunyai penyelidik komputer. Dia berjaya selama 3 bulan untuk memperkenalkan web di General Assembly. Saya rasa apabila dia menjadi penyelidik teacher di GA, General Assembly, dan kemudian, kita bertemu dengan dia di penyelidik web yang mempunyai program exhibition. Jadi, dia sangat mempunyai kultur fit. Mereka selalu bercakap tentang kultur. Saya rasa... Jadi, untuk dia... Jadi, kultur fit. Mereka selalu berfikir, apa maksudnya itu? Apa maksudnya itu? Masaj atau yoga? Jadi, bagi kita, apabila kita melihat dia, tentu-tentu, apa yang lebih penting adalah apa yang mempunyai dan nak mempunyai penyelidik. Apa yang mempunyai kemahiran yang berlainan? Saya rasa kongsi dia. Dia sangat gembira berkongsi kemahiran penyelidik sehingga ia sangat menarik bahawa dia memperkenalkan pembentangan di pejabat-pejabat. Sebelum beberapa jam di pejabat-pejabat, ia sangat menarik bahawa dia mempunyai pembentangan yang sama. Dia membuat pembentangan yang sama yang kita mahu dia membuat. Jadi, saya rasa kita semua mempunyai pembentangan yang sama. Untuk pembentangan komputer, dia mempunyai pembentangan yang sangat menarik dan kemudian dia memperkenalkan diri. Sekarang dia adalah pembentangan pembentangan di sini. Dan kemudian dia memperkenalkan diri dengan kita. Jadi, saya rasa mempunyai pembentangan komputer ia penting. Sebenarnya, mari kita memperkenalkan sedikit. Saya rasa mempunyai pembentangan komputer ia sangat penting. Walaupun anda mempelajari sebuah pembentangan ia penting. Ia tidak sangat penting. Ia sangat penting bahawa anda mempunyai pembentangan dan kemungkinan. Saya rasa anda tidak perlu mempunyai pembentangan pembentangan. Anda tidak perlu memperkenalkan pembentangan komputer untuk memperkenalkan pembentangan. Saya bercakap dengan program yang saya berbicara adalah salah satu pembentangan saya. Jika anda memperkenalkan program dan anda tidak tahu basikal ia sangat susah untuk memperkenalkan lebih jauh. Anda perlu mempunyai pembentangan. Jadi, anda tidak dapat memperkenalkan pembentangan. Di mana-mana yang anda menerima anda perlu mempunyai bagi jalan anda. Bila anda memperkenalkan atau memperkenalkan pembentangan komputer, anda perlu mempunyai cukup kebiasaan untuk anda memperkenalkan pembentangan bukan hanya orang yang memperkenalkan tetapi orang yang memperkenalkan pembentangan dan memperkenalkan pembentangan. Saya tidak memperkenalkan pembentangan dan memerkenalkan pembentangan. Seperti pembentangan saya di Electric Engineering saya memperkenalkan pembentangan dan saya memperkenalkan pengandungan yang besar untuk serangan. Sebenarnya, dengan kepadaan k jam, kita ada pengirvana yang mengalami pembentangan komputer yang seronok. Seperti yang saya cakap, mereka memiliki tidak laptop yang mengalami, mereka menggunakan orang yang mengambil patut memperkenalkan mempunyai idea yang penting untuk mempunyai sepuluh tahun untuk mempunyai sepuluh tahun dan mempunyai dan memperkenalkan Sekarang dia adalah penyelesaian penyelesaian yang bekerja di San Francisco Dan salah satu penyelesaian penyelesaian yang paling senior dan penyelesaian yang paling penyelesaian di Zendes Ia adalah latihan latihan Dalam Singapura, kita mempunyai penyelesaian latihan latihan dan matematik dan mereka semua penyelesaian yang sangat tinggi Jadi dari perspektif penyelesaian Saya rasa Sebenarnya saya ingin penyelesaian penyelesaian Bukan semua orang akan datang dari penyelesaian penyelesaian Pada pramah itu Semua orang ada penyelesaian penyelesaian Semua orang ada penyelesaian penyelesaian Dan setiap pramah mencari dan mereka semua berpikiran sangat mudah Jadi dari perspektif penyelesaian yang lebih tinggi saya sedang membuat mencari mencari sebuah perang dengan kemasan Ia tidak bermakna saya tidak dapat mempunyai sebuah penyelesaian Ia akan terlalu susah untuk membuat tetapi penyelesaian penyelesaian Saya ingin orang dari penyelesaian penyelesaian dan mereka mengambil perjalanan yang berbeda dan saya rasa penyelesaian penyelesaian adalah baik dalam segi semua form dan juga untuk penyelesaian penyelesaian Jadi saya tidak fikir sesiapa harus rasa inedik Sebenarnya saya rasa penyelesaian penyelesaian masih sangat penting tetapi anda dapat mempercayai seperti kerja anda ia tidak perlu menjadi keadaan pertama Sebenarnya, anda tanya saya saya rasa sangat penting bahawa tidak semua penyelesaian datang dari penyelesaian penyelesaian Saya akan kata penyelesaian penyelesaian adalah baik tetapi tidak mengapa ia bukan sebuah kut jika anda tidak mempunyai penyelesaian ia mempunyai bagaimanapun penyelesaian penyelesaian kembali 10 tahun sebelum anda membuat penyelesaian penyelesaian adalah contohnya kami telah mempunyai penyelesaian ke keadaan terakhir kita ia adalah penyelesaian yang pertama dalam hidupnya ia adalah penyelesaian yang sepatutnya membuat penyelesaian Saya rasa apa yang penting adalah anda tidak pernah melakukannya dan saya rasa anda tidak cukup material untuk memilih penyelesaian yang anda inginkan anda akan memilih keadaan anda mungkin membuat sesuatu yang lain tetapi kemudian jika anda ingin melakukannya anda perlu belajar anda perlu mencari perjalanan jika anda ingin mencari perjalanan ini anda perlu belajar cara anda jika anda mempelajari perjalanan dan penyelesaian anda perlu mencari cara anda untuk mencari perjalanan terdapat perjalanan keadaan datang ke situasi memerlukan perjalanan pada perjalanan seperti jalanan memenuhi perjalanan tempatan dan perjalanan organised bahagian, perjalanan, perjalanan jika anda tidak pernah melakukannya anda tidak akan melakukannya jadi sebuah pelajar keadaan yang di Australia sebelum perjalanan anda perlu mengajar perjalanan tidak menikmati tapi melalui diri So, there's a sales preach review. You're not very good at those things. You can try to find design that. I'm asking our interviewers to share our questions. To be not overly computer science centric. Because otherwise we would knock out raw talents who didn't come from a former computer science. So, knock them out. Also at home ish. Actually we are hiring for junior front-end and back-end developers. So, if anyone is keen, it would be great to visit the site just a little. So, how can someone who doesn't have a CS degree or any working experience show that they can be an engineer? Or, in another way, how can someone without a CS degree or any working experience even get to the interview, not have their resume thrown to the trash? Or do you want to go? So, I think I've seen a lot of resume that you say to Facebook. You've got an engineer at Facebook. On your resume just say, I work on Facebook. We're looking for more details. What exactly you did. So, use a verb to start your bullet points in your resume. Say, I restructured the system. Or, I was doing the coding. Or, I worked with a team of four. I lead a team of three. So, be more specific. So, when we see that, we can see what specifically you did. And also, I know maybe you haven't had a professional experience in a company as a programmer. But you have done a lot. Like, all the apps that you just showed, it was pretty awesome. With the school and also with the applications. So, these are all very good examples of what you did before. So, you mentioned that in your resume. So, we see that you have done this. Other than your full-time job. Or other than whatever you're doing right now. GitHub is another good showing. As well, if you have been contributing a lot. On GitHub, include your link. We can see. Although, I can't read the codes. But as a recruiter, I can see how active you are. And have you been doing a lot of... In the repository, we can all see your activities. So, it will be a good showing that you have a passion. Although you haven't been a programmer in your company before. But you have the potential. So, be specific when you tell people you do. Or is that like, we can talk. But anyway, GitHub was free. I think you want to get into the door. You need to show the code. You are a programmer. You want to be a programmer. You aspire to be a programmer. You passion to be a programmer. And show the code. Show a GitHub repository. So, don't zip up the code into words. People do that? Okay. Yeah, I got like... Letter. Printed. So, show the GitHub repository. Show the code. And then get you somewhere. Like, at least in the door. I think the... So, cover letters are probably not necessary. I never read cover letters. Show your resume. Show what we have done before. But if you are really going for programming, just show the code. I think that's the best way. We actually have a prime example that we actually hire one engineer from the chemical. So, I think going back to the previous topic about not having a computer science degree, that does not mean that it's okay to apply if you can't code. You still must be a very competent coder. And the best way for us to understand how good you are is to read your code. And I remember one of the guys we hired, his background was in chemical engineering. And he showed us his code. And very quickly, the senior engineers and the team decided to take him on. Because it's very impressive. He shows the tools that he wrote to solve some of his problem while he was working as a chemical engineer in Pulau Pukul. And then he showed the tools, the visualizations that he did. So, there are many ways to showcase your coding abilities. And this is prime example. Looking at the code, everybody was very impressed. That's it. We're taking him out and he's still working with us. Yeah, I think just to go along with the theme of just show and don't tell. I think particularly for engineering, the proof is in the pudding. So, what you want to do is find ways to... Well, I think code is important. I think, you know, kind of get up, making sure you showcase a lot of commits and things like that. And just that active desire to learn can also come through in quite a few different ways. So, showing you're involved in communities, people like tech communities, it's not for you. But I think another thing is just going back to that point about being product-centric. So, if you're... Particularly for tech companies, I think most technology applications and software is built for groups of people and the users. So, having showcasing when you build a product or when you have a demo or a portfolio online, when you share your links, actually deploy sites like what you guys went through earlier, it's just for someone who's hiring and particularly for a startup, I think that's just... It's very appealing because, you know, particularly for a startup, I think one thing that you're looking for is people who can really connect the dots to building things that people need and that can solve their problems. So, if you are able to showcase real-life applications that you've built, designed, decentralized, and then launch yourself and then test it plus, you know, you had integrative testing. That is something that a startup really needs, right? That's a capability that is absolutely valuable to an early-stage company. So, I think I would say definitely focus on the parts that really will showcase your understanding of building a product for the sake of just a bunch of code, you know, chunks on board but relating to actual use cases. So, I'm going to ask one more question before we open up to the floor. So, you definitely want to ask a question because we may or may not be giving you some things. May or may not. Right. So, how do you source for tech talents on a flipside? How should people be positioning? Where should they be marketing themselves at to be found by you guys? We sponsored diners out there. So, attend all the events where there's a sponsored dinner. Well, I think there's a short-term approach. I mean, of course, in the beginning we go to the recruitment agency but very soon we have our own recruiting capabilities. We need a sustained effort. Recruitment is a long-term process, right? So, we're not looking for stuffing agencies just push four bodies into. So, it is a strategy investment a long run to engage the community to let people know about, first of all, know about Zendes. The other things that we do is we run an engineering open house that we also invite people to come and see what we do and we welcome criticism and suggestions. In fact, after the last engineering open house some of the guys from PayPal so, you know, similar, you know, I think the way we do it is a lot more matured. You know, it's great, you know, and then we can then follow up conversations to say, you know, tell us how you guys approach this problem. So, I think being engaged and created a communication forum with an aim of building the entire community's capabilities up eventually benefit us, right? I mean, as long as the engineering quality in Singapore goes up. So, for example, when Facebook comes in many companies like us we're going to compete for higher and but my reply is, you know, now we may lose a candidate to Facebook, but in three years I'm going to have a Facebook engineer as my team. Awww. So, I can do it as Facebook. Yes, okay. So, back to hiring, LinkedIn, right now it's like trending websites that I think most of the recruiters will look at. So, keep your LinkedIn profile updated what you have been doing. Treat it as your resume. So, you don't need to write a lot of, like, essay, some bullet points that what you did what organization, how long, be specific. Again, use a verb to start your bullet point. That's how recruiters see the website. But at the same time, instead of waiting for someone approach to you you need to stay tuned. Follow, like, there are a lot of at-and-true every company have a website that you want to follow if you want to check their information. Usually they have a lot of information. There are updates, their employees, what people do. So, you can always check their information and also follow their career page. Again, a lot of company have a career page on Facebook. So, you can follow their Facebook page. Same time Facebook ourselves, we have a career page on Facebook page as well. So, we have Singapore Facebook career page or if you want to looking for jobs in other region, we have a global Facebook career page, page that you can follow. Also, as a programmer, this is not about, like, looking for jobs anymore, but we have a page. I don't remember the exactly the link, but it's Facebook engineering. So, we share a lot of open sources projects what we have done recently. Like, if you know of Aids that we do every year, there are a lot of knowledge there. If you want to keep learning or follow the new tag, follow the new tag, go follow this page. There will be a lot of discussion and the engineer will be really discussing with you. He'll answer questions if you want to ask. Do a lot of valuable information online. You need to follow yourself. Whenever they have an opening, then you know instead of waiting. We design a lot on referrals. So, people, that's why I think communities and events actually really helps and meetups because so, particularly as well, current engineers they refer to their friends. So, our first engineer because we were very much in, you know, we have really found our product market fit. So, we were very much looking to product ties very quickly. So, we got into innovation because how we found it actually was through someone who was setting up higher at the time in Singapore, right. And we got connected to him through a very involved meetup that was just a small setting, coffee. And he used to work and start in LA, but then he worked for a new book in Singapore. So, he's quite senior. He's sort of level, spent about 67 years as a software engineer in different companies. And then he brought on his friend, who was a software engineer. So, I think war referrals always work the best. And it's very much I think just getting to know people within the startup space or within the technology space really helps because then you never know where someone can introduce you to the next person within, you know. So, but there have been few platforms and the higher is a good example, GetLinks is a company that does almost like a curated matching for jobs to tech doesn't actually set your parameters of where you want to work, what you're looking for, what types of work, front end, back end, tech stack. And I think that works quite well particularly on the software engineering side. And but I would I mean I know companies for example, Orang Yi as well, who have hired software engineers, junior, man, senior through another platform that wanted me. So, I think these new and upcoming comment was because they put more of a personal touch on it, they organize events, they have these communities that becomes quite quite not as intimidating because you start to get to know the people behind and it becomes more casual, you know. So, I think that's a good way to go. Alright, and now we'll open the the questions to the floor. So, for the first five people who ask a question, for any kind sponsor in which which creates a planner that hacks your brain for instant productivity, creativity and happiness. So, does anyone have a question for our panel? So, keep your hands up on the lady at the back. For G1, I shot the engineering organization structure in Facebook and I'm curious if current organizations that are run like sort of many part of Facebook type startups. So, do they get your second question? Like me, Facebook? Like miniatures startup type organizations within something? I don't think we have. In terms of the engineering structure, so, asking about the level structure, how we work on different products like new speed, Instagram, what's that? Is that? I guess about how how the engineers are divided into teams, how recruitment that was into the sub-organizations within the company. Okay, cool. Thanks. So, how the engineer team works is again back to what I said earlier, although people think we are very big right now, but we still intend to very start about kind of culture internally. How we keep that is we still keep moving fast that's one of our value and how we achieve that is we keep the team small. So, for each engineer team, they probably have like 15 each people work on one specific feature. For example, photo sharing. So, there will be 15 people, 15 engineers work on this photo sharing feature. And there's 15 people that are now only back-end or something. So, there will be two back-end, one front-end, two mobile, one machine learning. And of course, there will be product manager within the team as well. So, this team will be specifically working on how we improve this feature, how we work on this feature. Same to all the teams in Facebook. There will be thousands of teams working internally on a very specific feature. And how we hiring is we do a very general hiring, not general, not general as we hire everyone, but it's a general hiring we'll say we're hiring for back-end engineer, but we don't assign teams. So, at Facebook, we have this awesome program called Boot Camp, again. So, all the hires who say back-end engineer again, the whole interview process will be assessing whether you're good back-end developer or not through all the coding, design and also behavior interviews. We never assign you a team, but we, of course, going to ask you what is your passion? Either join Facebook, is there anything that you want to work on? So, after you join, after get offered and get everything, get on board, the first six to eight weeks is our Boot Camp program. So, through that several weeks, you will have the opportunity to all the projects that we do, all the things that you know and never know before, before you go to Facebook. So, we're going to open to you all the future plan as well. Say, now we have this newsfeed team, ranking team, search team. We are all looking for people. So, you join this Boot Camp, learn what teams are there that you want to join. Then, you choose the team that you are interested in. Again, it's, we want to have the people who are passionate about the thing that you're working on. So, we don't assign teams, they will choose their own teams. Same to all the other platforms like mobile engineer, front engineers, machine learning engineers. They all get the chance to choose their own team. So, that's how we divided people into, into it. Just example, not example, just story that I've been working at Facebook for almost three years. All the engineers that I have known in the past three years, I never know a single engineer will only work on one project in one team ever since they joined Facebook. So, there's a lot of opportunities that you can't move around teams. Either you ship the codes or you finish this project, you feel like you want to change to work on something different. You want to work on comments or work on the diagnosis. Then, there will be opportunities. Even though you want to switch pipeline, you will a back-end. Now, you want to do a mobile. Then, we now started a program that you want to move to a new pipeline that you've never done before. We have a mini-training time, like, two or three weeks before you join the new team. So, there are a lot, it's very fluid inside of the company, inside of the organization, you can go over to the team that you're interested in. Right, thank you very much. So, Ana in front has a question. Hui, where are you with the mic? Oh, you went over that? Okay, I'll take your question first. Hi, Reti here. So, a bit of context. Similar to one of the bootcamp participants, I used to I had an IS degree about nine years ago. So, and I left the industry after that. So, now I'm working on that, picking up classes recently about self-study. But at which point, you don't get all the development jobs and they ask like, what are the different things? But, say you fulfill tree, where you are now. At which point, is it time to to start buying? You definitely can't take all nine. Don't think you want all nine, but where is it? Just to rephrase the question a little bit, it's more of like, how do you know you're ready for a particular JD? And I think that there's a lot of a few articles that I read that a woman tend to feel more confident about applying a specific role if they apply to all the all the pointers in the JD. Men probably about, I cannot really remember, is it 70, 60% of the JD and they will feel confident enough to to apply for it. So to to rephrase the question a little bit, at what point do you think that it's okay to just apply? Okay, so let me try to tend to answer that question. I think because the growth that the setup I was in, I was able to see some of that struggle. I think you have to remember that whether you are ready for the company, that's also the case whether the company is ready for you, right? So if you're coming in fresh and your program skills are still early, it's probably hard to get into a company who's very matured. You know, like the kind of candidates that we could take on three years ago may not be the people that we can take on now, but it doesn't mean that they're not good. You know, by now those people are very good. In fact, they are now very senior engineers. But the state of company at that point will require the programmer to be at a certain level arranging. So, I think the way to look at it is a matchmaking process, right? You want to look for a company who's ready for you and you are ready for the company. So if you find that you really don't meet most of the criteria. For example, looking for people who has experienced battling scales, large scales and if you have not done it, it's just impossible to do the job. But then there are many startups who are more interested about getting something to the market quickly. You know, there will be good ways to hone your scales. So I think the way to look at it is not just choosing the job but you have to choose a company at a state that is matching to where you are. You know, if you have very, very experienced you know, you have a lot of experience dealing with large scale back end. You may not want to join a startup because the scale is so small. So vice versa. So I think the question should be the case of can you find the right company that matches the scale. Alright. Next. Hi, I'm Ana. I used to pay to we were in FinTech and the number we were to manage in FinTech is only 11%. So considering that this is a tech in this event, I think my question is what are the, what is the ratio of female and male engineers in your respective organizations? Are you happy with it? And if you're not, can you share with us some of the diversity programs that you're implementing to ensure that the female engineers in this room can be working in whatever you're hiring? Thank you. Sponsoring meetups. Sponsoring tech ladies. Specific. This is the worst question for me. So when... Yeah, everyone's just looking at two of you. Okay. Okay. I'll be very honest, right? So when the, my managers came on and say, we need to work on diversity, gender diversity in Zendes engineering. And as a whole Zendes engineering has a serious issues. And you look across my team and say, I think yours is a lot more serious. And it is a very difficult problem. And I think if you ask me what are some things that we have done to try to address this problem, right? I think number one, Zendes has also recognized that tech has to get better to improve gender diversity. We have people who are responsible to drive programs through educations, such as, make sure that we're not, things like unconscious bias get out of the way. But also the other ways, other things we try to do is to try to be objective, right? If you look, if you remember how we have structure interview process, we try to start by looking at your code first. Right? So we assess people first by the quality of code. Right? We try not to be biased, you know, by your nationality, by your accent. So I think, I think discrimination sub-country discrimination comes in many forms. It doesn't have to be gender. Right? We all know that that cast across many lines. It can be, it can be the same skin color, but different nationality, they'll be paid. I bet you can find paid differences across those. Right? So I think what we recognize that this could exist with structure, ways. Number one is code first, read the code, let the code speak for itself. Number two is we try to, the next I'm trying to do is try to incorporate checklist in the candidate evaluations. Right? So it would not be a case that would I want to go in our dinner with this guy and go for a, I mean that is so subjective, right? So we want to say what does this job entail? So like, if you need certain attributes and skills, you know, just black and white, have that checklist. At the end, we tell you the score. We try to be as objective as we can try to take that how I feel about this person out of the way. Because I think naturally we attract people who speaks like us, looks like us. That's just how it is. So we, we try to minimize that. We haven't, we haven't read the result yet, but I think we, you know, we continuously try to get towards the better side of things. So in the interest of time, we're going to move on to the next question. So does anyone, so the lady has already raised her hand. So I assume you are the last one. Okay, so we go for this lady over here first and then the lady at the back. Hi everyone. I'm actually a recruiter here from Accenture. So I think mine is actually for a lot support and courage right for, for the people here. So we are all here protecting ladies. So my question is more of what kind of support can we actually give to our females, right? Because I'm sure some of us here perhaps we are working ladies, right, working mummies, right? So what kind of support that organization or companies can we give to our female communities? So let's just support you know, mummies right, who actually have even child born? Right, what kind of support can we give them? I hate to say this one I actually have an answer to that. We give four months paternity leave. So that the fathers can go home and help the mummies. Facebook last night too. Yeah. Yeah, I guess on top of that Facebook has done some really good job on supporting working mummies and we have flexible working hours if you have to pick up your kids and then do the parents' meeting and also in our office every floor we have a money room. Is that called a new room? Yeah, money room. So like mother's room. Yeah, mother's room. So we need to do something like come here. Everyone around me is pregnant in my house. I know. Yes, I think from home age 50%. So we have 24 times as I mentioned 12 of which are women and 8 and I think a lot of the decisions again I think it's a tricky conversation sometimes at times because people are saying you prioritize gender over skill. I think just put simply, right? I do think that the conscious decision to make sure that there is a wider pool and selection pool can happen from the natural level. That's my personal conviction. I think that within the product engineer and out of the out of the 8, 3, 3 are women. So the reason is I think yeah, so we plug into communities like this that like attracts like argument. I do think that's true and when you when you talk about pipeline issue of course that has some kind of variable to how many women are out of the fence, right? And that will then translate into what lands at the bottom of the conversion which is the highest to make. But beyond that pipeline issue there are many other systemic issues systemic points that I think as managers of an organization you can actually accept yourself to be very active in looking at them if that was truly a problem because of course space is one the more diversity there is the better the outcome and the better it is for business so if that's the case then to solve the business problem as a management level you should be actively looking at those components so one of the concrete things that you can do potentially is going out and creating a what we call a mentorship program for internship programs that is specific for women looking to go into the tech program another could be having the babies corner so at home we have two of our employees are mothers we have a care professional workforce of 1,400 of which 90% are women and then most of them become the flexible freelancing caregivers because they have children so we created a corner in the office where we could just drop by and have a babysitting couple of hours that we hire every week so I think that's little things that you can do that will concretely really make a difference for them particularly when I think that decision making has to come from so we're going to move on to the last question behind you just want to ask do you think you're going to rise for one man team to now that first aid people complete around it or should we be the other way around? so should you build the app first before a business or build a business first before the app I think it's the moment to get in actually it's a great point I mean that's something else of one of the saints here I think that's great but separate you guys just learn with of course learning how to you know the getting experience and the company maturing your skills as an engineer and that's great but at the same time there's this other option as well of just teaming up with another co-owner trying out trying out a solution to launch in terms of whether it's the business best or the practice I think most people a lot of the founders ask sorry actually I have a sign it's one of our camp pros came out just kind of resolved but so forgive me for my incongruan so actually a lot of people ask me how do I know if this is the right business to work on and I think a lot of people spend a lot of time trying to solve problems after they've started the business so many that they've started the idea they get big it's a great idea and then they get through a period of time and they're just trying to solve problems within the idea but not enough time is spent prior to even jumping in because now it's a sexy thing it's a startup sorry that whole passion journey but but what happens before you even launch it should be a really deep effort spending a lot of time figuring out if that business is worth starting if that problem is worth solving so computer science coding is very much about problem solving so the same thing but the same concept applies for starting a business is how big to pull it down I think to one of mentors that I think it's very prominent in the hangar society is if you're building something that people want is this something that people would want not just need but they will actually want to get it and if you think that enough people want it that's something that then you should prioritize so sorry I would love to share more but I should probably share so yeah I think you can have a a conversation continue this conversation afterwards because of time constraint we're going to stop now and thank you so much for the panelists to share your time take a time to share it back but you can leave the mic on them alright so if you remember hopefully you remember