 Hello everyone. Thank you for coming to the afternoon listen to my speech. This is my first Drupal Camp's Plantation so excuse me by language because the English is not my first language sometimes my Pertunculation may be not perfect just Tell me if I'm not talking loudly enough if you not hear me So my name is Yen at working for Dijokina. I'm the development manager over there and people probably over here I was like all those animals floating around so How to pronounce it is it pronounced a itkina now itchina not like it's itkina What is itkina is? Australian and either animal this is very unique resourceful adoptive. That's over the company mascot Where we located we look in Linda, Ontario. We have a currently 14 employees Welcome to everyone to join us in the entire Ontario to give a tour. We have a beautiful office over there And we love Drupal. That's here today We want to talk about how to build a Drupal team a co-spasive Drupal team and what skills that They need and for the Drupal team and what roles they're going to play and the second one I'm going to talk about Drupal team recruitment strategies how to hire the Drupal talent My third topic will be how to sampling and maintain Drupal teams that performs So the first one Drupal project team roles and skillset A lot of Smurfs and people in here in Kina knows I like Smurfs And what's like in common with Drupal and Smurfs now just because they both blue they also born in Belgium and there's a three things I love from Belgium Drupal Smurfs and Belgian chocolate and Smurfs they unique each characters that a little bit different and have a fast smurfs here a small information Project team need five rows at least minimum. You need two rows a technical lead and project manager And if you project a little bit slightly bigger, you know still small You can have a junior developer on your team a seamer or slash web designer and the QA person or Person or who could be combined with one of the rows in early age in Kina when we only have 10 people that time RAPM is our QA person. They did an amazing job I can't believe I joined the Kina six years ago RAPM I should do QA's and Now we are 40 we are have ultimate testing and we have 20 developers now and managing and so With the team is growing and the dynamic changing. This is for fit for small projects How many of you here are from web agencies? Can you raise your hand? And how many people here are from like in-house like you're working for a Drupal in-house? Okay, how many people here are managers? Okay It's interesting for small teams for you in-house You really you have a smaller team and for the web agencies you kid Starves a 10 to people Drupal shop or you could go to 40 and 100 Drupal shop and then your project team is slightly different because the size of your company also the size of What do you need for your projects in-house? Maybe you don't have many people in house like five and ten and then you Sometimes hire contracts like us to help you to support two more complex tasks But as every company like a web company grows and you're getting bigger project and what's your large team going to look like for a project team you get more roles and In your technical team you have technical architect and technical lead You have senior developers or intermediate developers and you have a junior developers Why we have junior developers in the small Implement team also in the large you need junior developers because You know we need to train people we need to get entry-level people from the college to learn Drupal Drupal is hard to Find especially in later Ontario is a small and there's not a lot of Drupal developers So we start to train our own Drupal developers from the people right from the college They're really good with front end. They're really good with back end All we need to do is get them on board with Drupal so we also you take workload of the senior developers and Technical leads if you don't want to overload somebody and you'll burn somebody out with so much work So you want to even out the work between the senior and entry and get both Learning time and also you guys similar and web designers in Kina. We have front end also our web designers They can do Designs in their browser. They now just know how to see them. They know how the your eye prettiness they can do responsible design they can do mobiles and Because the response to design a lot of time is much easier. You can design the browser and In large team you can add the functional manager like myself like they'll manager They'll manager mostly focus on people not much focus on the project They leave the technical stuff to the technical architect. I'm being seen a developer When we initialized drawing Kina for two years after two years and be Promoted the manager to help in the upper to grow and in the beginning when we're smaller I was doing 70 coding 30% management then change to 50 to 50 and then two three years ago Which I change to no coding at all Some can't be saying like I can't really do a presentation about module development because I haven't touched more than four straight years But I know jupo. Wow enough because I was using jupo seven for many years I've been doing from front end back end So I know all the spectrum of the our people the skill set and Then we have a project manager team on the large-scale projects engage manager. It's a In Kina we call them account managers The words engage manager this I borrowed from Some books I learned from while doing some research and you have a project managers You have a QA person or come entire team share some of the QA rows and Plus automatic testing you can say a little bit time out there and look at this Smurf. We got a bigger team here There's a lead And the skills of the element those are not specific to jupo Like PHP HTML CSS JavaScript and virgin control like get and my skill infrastructure And their skills that Requirement for each rows are slightly different That's the difference between technical architects and the seniors and the upper back and front end the technical article It seemed I spurred on the most the back end only slightly like Intermediate on the CSN JavaScript. They are really good with infrastructure. What is for structure is mostly about thorough configuration caching Understanding what's performance and we have a lot of a good back-end developer really in depth in those and Of course, if you use RKL or pentium, they save you lots of time on the dev-out stuff and JavaScript is requirements like throw out in our front-end developer in Key now we call mid-end they highly skillful in the JavaScript level Midlands probably only key not so I didn't put here In key now we have a front-end mid-end and back-end what mid-end means is usually the people of graduate from what you mean Design that really get with front-end technology. They can do same thing They can do module development even they're really good JavaScript only thing you really they don't do is design the browser or complex like Compass migrations But they are in between that very flexible. They can back the front-end people up when friend people like a little bit on Vacation or say they can back up the back-end people up So we have each team you really have one front-end one back-end probably two had two mid-end So those are Drupal specific skills here is the first what Drupal community in moment Is you can even you don't have to be a coder to you about Drupal community? One time Scott is teaching me how to write If you could Drupal like the summary I thought they'll be easy I can help in a Drupal company by re-read issue summary after I Tried the one that will take me like two hours because I had to read everything go comments and try the summary bag and take Screenshots you had really understand the issue, but that was really helpful after I Did read issue the summary and then Dries read it. It's like oh, this is like really good right and you don't have to be technical to get involved in the Drupal community and there is a content modeling and set building and Seeming Arti tech and planning and custom module development and performing security those roles of our Drupal Pacific So the set building part and content modeling part you already shared between the seamer and the backhand We don't really have one person only do set building because for the front there per you need to know set building For the multi-dial per you need no set building So it's like a shared role and the requirements for each real project managers Oh, the visual designers are doing it out per the developers are different this chart I didn't made it up. I borrowed actually from e-book. Okay. I published a couple years ago talking about the Drupal rows You can check it out on our case if you just 13 Drupal teams you can find this So how many people so we know the rules and skills that how many people you think you need in Drupal team But less than 10 it doesn't help make this Tens a good number or less than 10 you don't want to get too many people I'll tell you why later and even number you already work good two four six eight ten per project a Lot of people thinking and the team of coach you probably thinking more people probably can deliver a faster product I'll tell you a story saying a Story I find really intriguing. I hear a few presentation in the Drupal committee talk about It's called a project or the baby would be delivered a Client is the one who doesn't know why they even want a baby a Project manager is a person thinking a woman if I put a night woman they can deliver this baby in one month and Designer what designed baby with straight arms and then one like inside us jump is a doable and A Diaper is a person thinking this baby only take a four months to get you know delivered or maybe 18 months and The tester is the person who always tell his wife. This is not the right baby. I Like to use this story because it doesn't mean you put more people in a team You're going to produce a much higher quality project or faster You need each rows and you to know yes, they do have their backup rows But you only need you want them to concentrate on a bigger project. You don't want to get too many people in one project team I'm not talking about team as the entire company. I'm talking like a project specifically and Easy to communicate when you have nice people Before I move on to the team build hiring Talk about why is it even numbers? This is something I didn't put in the slide because I think this is my own theory. I Think two people four people six eight. There's a work better. Why look at friends You know anybody watch friends here or there's six people, right? They always you know, there's always the eco or like sex in city. There's four girls Why is even number because they work better like two to them can go out like even the outbursts To do they work together really well the companies say each other and four people get what you have three You know, sometimes I already saw front end one front end one made them went back and perfect team But sometimes doesn't work out. I feel like there's one person always do a sudden more Like it's there's the confusion. You really like even number work well, but this is my own theory So I didn't I kind of afraid to put in the slide If you said my actually odd number team work much better, then I don't have a proof And you do need a coach Why you need a coach coach is not the person who Really serve the client. They are the person who serve the people on the team They make the team where it Contents cosifs like cheerleaders and like a sports. I don't really watch them as sports But I watch a soccer like a life soccer one was younger. There's obviously a coach. They are not stars They are not Like the drill for the overdose the talent stars the other coach they're behind the scenes Maybe they used to be stars, but now they back on the field they helping the team and Identify their strengths and have the team be successful and those people focus on people are not focused on project or client a lot of Company party want to think that's all the managers focus on the clients now focus on the people work for you Why you focus on the people because those people who work in a team? They are the frontline people they're going to make the client feel good if they are happy, right? So your your coach is focused on the people so now that's based so why we find those talent people? I'm going to talk about next so there's five steps to finding your Drupal developers review current needs Depends on how big Size your organization. What do you need? Review the people you already have don't just go out say you're not gonna hire branch like new batch of people Going to be wonderful the grass always greener on another side, right? Like the other developers look so cool. Let's replace all our developer already have that's not happening You should look the people you already have and look at the people's like What's the people already have other strengths? can find the components setting their skills that people to help them to learn and Very often you can't find the people who are just make your needs so you really identify your need and think about it Don't just find anybody randomly, right? Define your requirements and what you need is the backend or mid-dent or you don't know yet Is that full stack? It could be a Drupal developer who Have many years experience in the Drupal community And maybe you need that or you maybe just need entry because you need there's a lot of workload You want to bring somebody in to learn how you work and train them? And maybe you want to meet intermediate people who already know Drupal but just not You know To the senior level yet and you want to bring them in so you need to know your needs before you hire them And why don't you next with the job descriptions? If you just say I want a backend developer Drupal module developer It's you narrow your job description. You you could pay a post Like a Drupal job That way you get more applications And once you talk to them you'll find out what they actually really good at it or what they want to do focus on And sometimes in the placate like company like us in london terrio to finding Drupal people It's the heart so usually we'll put php backend developers or front-end developers That way you're waiting you're posting you get more applications and you can talk to them Do interesting open source technology There's a lot of talent people that good with front-end or back-end and they can learn Drupal I know it's a little bit learning curve for Drupal 7 special six, but Drupal is coming out and go to the symphony Community finding your backend developer over there It must be easier because people already Understand symphony it will be easy for them to adopt in Drupal 8 and then already know composer They already know the latest technology. They already know how to work object oriented php And you don't need to worry about it They had to like take a long time to learn Drupal. That's why I love Drupal 8, right? and also your It's writing your front-end as well for this Drupal 8 because you're no longer tied to the drupal-ness of the arrays and you get twig and you get all the services You get this on you can hire more people who have more skills that not Pacific to Drupal And where to post your jobs You can post in the Drupal Job board and you can post the Drupal job on your slider You subscribe to if it's Drupal Pacific or post on your linking and that sometimes get you better results because they were close to the people who already in that Premature and To linking get really smart and they'll present you at running from the people may looking for the job and have exactly the needs you have And the next step the last step is for evaluating the applications And usually we ask for linking profiles. We don't ask traditional resume anymore That way we can see the person, you know the historical and network and the really About where they do they have a github if they are a developer who already out of school a couple years Don't require too much out of fun like a you know the college student saying you have everything Something called student maybe just have a website which that's a good enough And you want to get their website and take a look their code And if they don't have websites and some people seeing it up or maybe they don't have blogs They haven't do that redo their website For years like myself my websites have a one splash page for past few years. I haven't even take it down And what do you ask them like code resource like core source? You can review and I don't review the core source if it's front end I ask our front end need to review the core source visit module I'll ask our back end to review the module for me and ask them What do you think what they're called good and but if we're like people just graduate from college do you really Only look at our code source and their resume because they You want to look you can ask preference from their professors In the classmates and how they work. So that's like a five step to hiring So what's the important when I hire people? honesty It's the most important thing one for you're looking for a candidate and hardworking team player Passioned about the technology they're using and self-motivate nothing better than self-motivate And there's people motivated by different things But if their self-motivate it's it's better to easy to work with and the communication skillset They don't have to be like like our pms that Super in communication the offer doesn't need to communicate well enough internally And they can comfortably talk about tickets and talk about issues And code qualities and the last is the skillset and work experience Work experience will gain over into the years and skillset can be trained by the top For a self skillset it's really hard to train once you hire the person, right? I love this code Dries one time mentioned he's a blog post too That's how I can hire people too like hiring promote the first on the base of integrity And second on motivation certain capacity force for understanding faithful knowledge and the last and last is the experience people I had a lot of arguments on Dries blog about You know people experience is good. Yes experience is good But you also need all the other things like without honesty really It's really hard to work as a huge team. You're not a solo developer anymore So you talk a lot of hiring you find your First we identified the Drupal team roles and skillset and we hired those people So now the next very important step is building a team maintain the team and then make team performance That's probably the most important part of the team The first one is very important for building team buildings individual empowerment This is in the very talented Wipe developers or creatives In individual empowerment is very important They are everybody should take responsibility for their own performance a hundred percent. They are not Like traditional factory occurs and being told this example line. You're just doing this The upwards usually very creative too. They want to that's why they pick this job, right? They want to make an impact. They want to feel fulfillment. What make them feel fulfillment? Yes, the compensation salary That's meet their basic needs once they bypass that They can meet their salary meet their lifestyle what they Like important to them is the value the impact they can make to their projects and to their companies And the project they work sometimes are more important and is that their interest? And people are not resource I made this mistake I have a spreadsheet called resource scheduling And I think it's my resource going to be perfect schedule them out But very quickly I found out people are not resources not not piece of material you can swap and exchange quickly And just like okay, it doesn't work. Let's jump with the being it doesn't work that way People are human beings first on you respect them. They are not resources Everybody is different even the front then in between my friend and they have different Interests they have different strings and some everybody is slightly different. You need to find their needs And put their strings and want their weakness strings is Something to good at it a lot of time we do performance A reviews and the tradition of the I improve you This improved that it is something like their character. They can change Why focus on that let's focus on there with the good at it and tell them how you can make maximum with your good at it to the highest level People change slowly on by their own veils not change by you telling them to improve their weakness And I came and changed my own son my son Since after part is five. I think his character said he's on his he's pretty stubborn I can't tell him to change the way I want so Only person you can change yourself And difference between groups and teams a team growing and learning together team Not just as group individuals I put in team talent people together doesn't mean you're going to have a talent team Look at this. There's the individuals. They all go have a different goals So they're the results are different very small and only time you get team focus on one result They all work together. You get big results. So on the right side Is a team on this side just a group of people So you need to recognize what is difference between a good team a group of people Fully function product team has those attributes Common goals and clear spider results that have been great up on Not just you would what you told them to is actually they'll probably up themselves and mutual accountable responsibilities and neutral learning and the common neutral skill set and clear identifying responsibility and roles frequent open communication sharing ideas Mutual respects accept and value the differences and serenity of sex Common skill set is very important. Sometimes people would say I'm really good at this It's I really not good at that But I'm kind of afraid to share my weakness when it's my teammates But you want to share because sometimes your teammates what you're not good at it I choose the opposite somebody good at it and they actually enjoy doing that Don't assume just because you don't like doing it and nobody else like to doing it That's why a team work together where you can choose big things And share my ideas and respect each other and they recognize you are different. You don't have to be same You are not clones Talk with clones. I had a joke like a couple years ago like In past few years every time I get busy. Let's clone somebody You know, that's fun. They're like so good. I can't clone you and every time The developers the moment you mention clone somebody and feel like we are overloaded So don't clone people and hire people hire people that different That's just for stage when you're building a team This is like in the project management like books for years And this I think these days still applies apply to any team not just the Drupal project team I put Drupal just because it's match this environment There's a fourth stage like forming storming norming and performing So when you're forming a team your result is it's kind of Mid-low and you're going to go to a storm Any team when you form together there's going to be conflict You need to resolve the conflict as soon as possible Then the storm more to norm and then slowly go to perform again So you need to give the time the team just examining together over years We had between team structures every couple months with all you know, that's this doesn't work out Let's do another way. So every time I redoing when we redoing that we Form again storm again normally gain we perform again And every time you add a new team member to your team it start right from the beginning it start to form And storm and norm and then go to performance. So just Pay attention with that and be patient and work with your team to achieve that performing stage And once you hit that stage Don't thinking you're going to stay there forever because project change you may have to Dis resemble this project and change another so you just start low again So all you can do is shorten the time from forming to performing What hot how to short that time from You know storming stage that bypass that then go to the performing stage The very important is trust empower both individuals and team and clear grab on goals and good planning and system and the leader who support the process and the empathy communication I've been busy communication is thing for others because we are different individual my background. I'm chinese I'm emigrate for 15 years ago. I might culture that background is a little bit different and my team's very symptom I'm not sometimes they're making, you know, not some american jokes. I don't understand but they They're just like, okay, we all know you're different But you know, I sometimes I'm thinking it is like culture different. It could be just generation difference But everybody's different Keep the empathy in mind when you're thinking for others and And conflicts are resolved quickly. Don't leave it something you You feel there's a conflict try to resolve it right away and don't try to use you word when you resolve a conflict Try to use like I see this as an issue But maybe you see differently and then again, I use you it's very hard to want to use you Because when you're using you there's something I learned from the leadership program is become personal You try to attack in this person. It's about you So sometimes if you both look at this is the issue we both look together We can stop together. It's not about you or me. So that way you Can stop the conflict quicker Accountability and training we try to onboarding our new developer by bringing the co-ops and internship We tried I was talking to Matt early on how to train internship. We're giving the video to watch. I think Next step we need to do a little bit better on that Be patient and flexible and creative thinking and maintain change Like managing the change exactly because when you're Forming a team there's a going to be a lot of change happening So I'm precisely going to talk about just trust right now. Why put trust out? Trust is the most important when you form a team from the beginning stage So how to gain the trust how to gain trust from each other clarify your committee commitment You know of term expectations and deadlines if you don't tell people What is per day deadline and just expecting them to know about it? That's not right right and getting know the people and how they feel How they feel sometimes is very important People will forgot what you say what do you do, but they never forgot what how you made them feel so be sensitive especially you are the manager or leadership And utilize the time of the people and understand what they are strong strengths is and utilize that And asking input and assistant it's great to ask help I get my daughter help me do all type of things and in the beginning I wasn't Delegate enough and now I'm just getting them to help me And they know I'm not really good with modular minimal And I'll just ask them to help me so what do you think? What's your ideas? Can you help me estimate this? Sometimes maybe you get estimate a little bit too low or too high But you get Assistant you ask them how you have some input and they feel a little bit valued and apologize When you make a mistake, nobody's perfect, right? We all make mistakes We maybe didn't follow through something we said then we just make an apology and to be honest tell them why we didn't make the mistake And listen to people listening the great skill set to have and thanks everybody sitting here to listen to me talk This is a great I like talk but I was like they had talked too much, but this is a presentation so I could talk Take care of little things and take Make the positive differences sometimes It's just a little words when people do something achieved really good You want to say thanks to them? Thanks doesn't cost you anything. Thanks is great and people feel You know be valued And being honest and displayed integrity is very important as everybody so that's you gain There's a some fact there's a more fact of belong this to gain the trust once you Gain the trust your team members everybody support each other Even sometimes you had a bad day and your team will back you up Another thing is because when you form a team the teams are changing. There's some mis-effect about change about a team A miss is more information will help people change. Nope The right information will help people change This is the interesting I learned from recent article I read on the linking We are changing our teams right now We constantly changing We try this you know changing team structure to fit a bigger clients And we're thinking maybe I was thinking if I get information People are going to understand the change's importancies But I was after read this like right information how people change It's not everything you share is about the right amount What important information you share? and another miss is People don't like change round again People don't like change impose upon them if you involve the people in the change You ask their feedback you ask them for their views Then they feel like I'm a part of this change. I feel pumped for this change And another miss is change event is like a birthday a wedding. It starts somewhere It will have a stops. No that's wrong again Change is constantly like team changing is constant. There's no end. There's no perfect thing There's a beginning now the team change to perfect In the end to summarizing what I say is The trust the belief is important This is a human psychology Another thing I learned from the leadership program. What do you believe it could often change your attitude? And your attitude going to affect your behaviors and your behaviors going to reflect on your result And the result going to reinforce you to believe something you believe in the beginning You want your team to believe The team is cohesive and we can make a performance but you can't Change what they believe can I physically to change somebody's belief? No, you can't it's within You only can influence their how they believe you cannot change what they believe and then Start changing yourself and just slightly edge So it's my little smirks. I call question or discussions because I would like to learn from you guys Anything you have So I think there's two new jobs that our jobs goes I didn't see up there which was The DevOps as well as system it Can you talk more about that or group them in? DevOps system means we just start that internally because we're using okay and pan down Black mesh we have different hosting environments We don't have before we don't have like delicate like system in our DevOps but we do have two developers on staff really interesting DevOps and System means and they start to learn all the technology on their own And we start and give them a little bit time to get more into the DevOps It's not a full-time job right now in at least in Kenya And we try to work with pan down like using their like Staging has to do almost the world work and our DevOps as per the Guestman learned about by himself and we have one automatizing person who learned all the automated testing those things are something like as we growing we start looking to we try to do a lot of automated tools and when our co-ops usually is from the program and this program helping us a lot with servers and we have our system is like use a majority they do in backend and Then when we need them like when doing solid installations or like out that integrations That's our system and come in And but we don't have like one person just doing only that so And that answer your question or Yes Test you mean like we only take accurate tests From we have field the opera take aqua test and we had apparently the most we have three grandmasters And those triple tests would take talk what test In the beginning when I hire people I used to let them write a written test I don't think that's really value how good they are coding still because just multiple choices so and I'll we do the code reviews and I was seen at the opera world review the commits on the Our we use big buckets, so they will do a progress and to review the code Most time we don't have like Like exam to say Beside aqua test, I guess from the Drupal point of view Interview process as I said mentioned earlier, we do have like a written test in the beginning I kind of not using that recently I feel like There's a lot of people kind of use similar questions about because the interview test usually We mostly for hiring entry levels in the beginning we use It's all testing for php hmail and css. It's not really Drupal related Pacific because most people they just out of school. They don't know enough Drupal yet We do that. I find that's not really effective So I kind of recently haven't used that for a while Talk about the interview one thing I want to share is One time I did a failure. It's called I did a group interview for a co-op I thought Sometimes the interview I really we have a lot of co-ops in our every year We at least have one course co-op for four months So straight in a year we have three co-op goes through the four months program for the application program And they'll have a lot of applications from the school When I start to save time I do a group