Aviran Mordo on scaling engineering (WiX Engineering) https://www.youtube.com/watch?v=eG27-f79YX0
100 people, ~15-20 engineers - functional teams ‎· Размытое в синей футболке
problem: shifting resources, project starvation ‎· Размытое в синей футболке
кажется, сейчас нам кратенько перескажут PMBoK ‎· Размытое в синей футболке
Functional model vs business unit model ‎· Размытое в синей футболке
1) (~400 people) gangs and guilds. (Essentially, matrix structure) ‎· Размытое в синей футболке
guild leads, guild masters as dedicated senior devs; guild core teams developing the core infrastructure. ‎· Размытое в синей футболке
2) (~800 ppl, > 10 projects) guild managers are overloaded, switch to company-in-the-company ‎· Размытое в синей футболке
CEOs and CTOs and VPs of R&D of "companies", per product. ‎· Размытое в синей футболке
"companies" assign a board member reporting to the chairman; adding cross-engineering teams. ‎· Размытое в синей футболке
limit your stack, enabling knowledge sharing ‎· Размытое в синей футболке
~200 microservices, ~100 deployments a day ‎· Размытое в синей футболке
small microservices == small teams == small rooms. Architecture by office planning ‎· Размытое в синей футболке
ROQS responsibility/ownership/quality/sharing ‎· Размытое в синей футболке
developer centric culture, as developers can do QA, DBA, product definition, whatever. After all, startups are normally started by at least 50% (1 of 2) dev team. ‎· Размытое в синей футболке
20% of "guild time," Thursday is the guild day, for knowledge sharing, relation building, etc. (HOW?) ‎· Размытое в синей футболке
1h retrospective, "open space"; 30m project spotlight; 1h tech talk/workshop ‎· Размытое в синей футболке
Post mortems take some space on open space. ‎· Размытое в синей футболке
Guild week - game of gangs, one week per quarter. Pair programming with someone from a different "company", on a stuff not related to a product, something that causes pain daily. ‎· Размытое в синей футболке
the goal of the guild week is "to do it the right way," not finishing the task — it's essentially a drill in the best practices. ‎· Размытое в синей футболке
new teams starts with an "ambassador", at least a few weeks in the company; hiring is done around them ‎· Размытое в синей футболке
trying not to hire team leads; 3 to 6 months before promotion to TLs to preserve the culture ‎· Размытое в синей футболке
everyone has a right of veto during the hiring process ‎· Размытое в синей футболке
"a healthy tension between companies and the guilds" ‎· Размытое в синей футболке
a q on spotify's guilds: spotify's guilds don't have power, in spotify the guild is merely an interest club ‎· Размытое в синей футболке
набсовет :) ‎· the disconsolate chimera
a q on the biggest challenges — people management is a pain: the company structure is very vague, the person doesn't know who's the manager after all; people processes tend to take longer. ‎· Размытое в синей футболке