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From YouTube: (she)DF Quarterly Meeting - Q1'2021 Feb. 10th
Description
Read the blog: https://cd.foundation/blog/2021/02/08/diversity-inclusion-shedf-first-meeting/
Join the (she)DF LinkedIn group: https://www.linkedin.com/groups/13859798/
For those of you who are not familiar with (she)DF, let me tell you a bit about it. This initiative is the CDF’s first of what I believe—and hope—will be many more exclusive spaces for underrepresented community members. Everyone deserves a space where they feel welcome, comfortable, and safe.
The first activity that the CDF planned for the members of the (she)DF group and women of the CDF community is the panel discussion, “Level Up Your DevOps Career.” Join us for the (she)DF’s first quarterly meeting on February 10. If you can’t make it in Q1, please be on the lookout for the next remaining three meetings throughout 2021.
“Level Up Your DevOps Career,” features three powerhouse women of the CDF community. At this brunch talk, you’ll learn about each of the panelists’ DevOps journeys and walk away with powerful knowledge from these industry leaders on how they’ve overcome the bias and obstacles associated with being a minority in tech.
A
Get
started
so
everybody
welcome.
Thank
you
so
much
for
joining
us.
This
is
the
first
cdf
quarterly
meeting
of
2021.
You
know
we
initially
started
this
group
on
linkedin.
It
was
functioning
more
as
a
bulletin
board,
but
we
definitely
wanted
to
start
engaging
more
with
the
members
of
this
group,
so
we
thought
we'd
start
these
quarterly
meetings,
just
a
quick
agenda,
an
intro
to
the
cbs.
A
So
if
you
need
to
get
in
touch
with
us,
here
are
some
resources
and
now
to
our
main
topic
on
how
to
level
up
your
devops
career,
so
we're
going
to
start
out
with
a
segment
called
my
devops
journey.
This
I
kind
of
pulled
it
from
the
pipeline,
which
is
our
podcast,
and
this
is
where
we
get
to
learn
about
our
speaker's
devops
journey.
So
tara
I'll
start
with
you.
Can
you
share
with
us
what
your
devops
journey
was
like
yeah.
B
Sure
it
really
started
long
before
devops
was
a
thing
I
mean
devops
has
a
term
was
coined.
I
think
I
think
we've
all
agreed
that
it
was
around
2009
when
folks
had
to
organize
a
conference
and
needed
to
name
it
around.
What
are
the
best
practices
around
continuous
integration,
evolving
into
continuous
delivery?
B
B
How
do
you
basically
adapt
to
internet
time,
which
was
a
new
term
that
was
evolving
going
from
these
older
models
of
shrink,
wrap
software,
that
you
would
go
to
the
store
and
purchase
and
having
physical
media?
There
would
be
a
you
know,
anywhere
from
18
month
to
three
year
development
life
cycle
to
now,
there's
an
increasingly
a
predomination
of
people,
just
downloading
stuff
from
ftp
servers,
and
that
really
was
sort
of
a
fundamental
change
in
approach
and
and
caused.
B
What
is
the
tooling
that
you
need?
What
are
the
procedures
that
you
need
in
order
to
support,
in
that
case,
multiple
platforms
that
you
know
the
linux
hadn't
really
hit
yet
as
sort
of
the
predominant
unix
variant,
windows
and
mac
were
already
prevalent.
So
that
was
kind
of
the
main
thing
is:
how
do
we
make
sure
that
the
browser
works
on
as
many
different
computers
and
operating
systems
as
possible,
and
that
was
we
created
a
tool
called
tinderbox?
That
was
an
early,
continuous
integration
tool.
B
B
And
now
there
are
companies
that
github
cloud
b's,
for
example,
that
that's
all
they
do
is
they
do
development
process
and
infrastructure,
and
so
I
I
think
it's
for
me.
It's
the
validation
of
the
devops
has
evolved
as
a
concept
as
an
industry
standard
and
now
a
measurable
kind
of
practice
that
you
can
have
for
how
software
development
happens,
the
art
of
it,
if
you
will
so
anyway,
yeah.
So
I've
been
around
a
long
time
as
a
as
a
foot
soldier
in
this
in
this
ongoing
challenge.
B
But
it's
been
super
fun
and,
and
now
I'm
getting
to
work
at
google,
for
example,
on
these
types
of
tools
as
and
you
know,
still
trying
to
kind
of
help
the
industry
evolve
and
then,
of
course,
with
the
cd
foundation.
It's
like
wow
we're.
Actually
you
know
having
industry-wide
discussions
about
this
stuff.
So
to
me
I
feel
giddy
that
we've
kind
of
took
a
long
time,
but
we're.
Finally,
at
this
point,
so
there
you.
A
C
My
story
is
probably
a
little
different
than
my
my
co-panelist
today,
so
I'm
an
accidental
technologist
ontario,
you
said
you're
a
foot
soldier
from
earlier.
I
I
bet
you.
I
beat
you
by
about
10
years
in
terms
of
the
technology
space,
so
I
started
my
I
have
a
bachelor's
degree
in
music,
and
so
when
I
got
out
of
college
there,
just
weren't
any
jobs
under
m
in
the
new
york
times.
Right.
That
said:
hey
music,
majors!
C
C
What
was
called
the
hotline
at
the
time,
ultimately
their
help
desk
and
their
training
environment,
and
I
kind
of
launched
my
technical
career
from
from
there
and
then
you
fast
forward
and
I
had
a
really
good
opportunity
to
stay
in
it
management
and
and
look
at
it
more
from
a
leadership
process.
Perspective
framework
perspective.
I
was
a
director
of
I.t
for
a
fairly
large
nonprofit
for
a
while.
I
worked
in
the
hospitality
space
and
and
of
course,
staying
in
the
legal
field.
C
So
I
I
really
had
a
lot
more
business
perspective.
I'm
not
a
software
engineer,
probably
the
least
technical
person
on
this
call,
but
I
know
enough
about
technology
to
be
able
to
help
shape
it
and
and
move
forward,
and
then
I
went
into
the
idle
space
in
the
early
part
of
the
2000s,
again
kind
of
fell
into
it
by
accident.
I
got
I
got
jobbed
out
when
I
was
in
leading
I.t
as
many
other
people
have
had
that
experience,
and
so
I
was
laid
off
twice
in
several
years
and
eventually
said.
C
I
wanted
to
become
a
consultant
right.
What
do
you
do
when
you
don't
want
to
deal
with
office
politics?
You
become
a
consultant
and
and
really
fell
on
idol
in
its
early
days
before
it
became
you
know,
much
more
religious
and,
and
all
of
that
anyhow
fast
forward
from
there
in
2012,
I
had
an
opportunity
to
go
to
an
early
devops
days
in
california,
somebody
that
is
pretty
well
known
in
the
space
had
invited
my
then
business
partner
and
I
to
come
and
coming
from
the
framework
space.
C
We
just
saw
something
really,
you
know
really
interesting
dynamic.
A
lot
of
energy
gene
was
writing
the
phoenix
project.
At
the
time.
Gene
was
the
one
that
invited
us
and
we
saw
something
there.
We
just
saw
something
that
was
cultural
and
technical
and
processed
kind
of
all
put
together
and
at
the
time
there
was
a
lot
of
debate
about
whether
devops
would
cross
to
the
enterprise.
C
Today,
but
we
also
knew
kind
of
watching
the
the
the
industry,
as
it
did
cross
over
into
the
enterprise
that
communities
of
practice
would
be
important
and
that
the
human
elements
of
devops
was
going
to
become
essential
that,
while
everybody
was
focusing
particularly
even
in
cd
on
you
know,
how
can
you
build
your
pipeline?
It's
humans
that
drive
transformation
right.
Your
humans
are
going
to
be
the
ones
that
are
going
to
either
buy
into
your
vision
or
not
and
are
going
to
really
influence
how
an
enterprise
moves
forward.
C
So
we
launched
devops
institute
in
2015
and
as
a
member
organization,
we
have
certifications.
We
do
events,
things
like
that.
So
for
me
just
to
kind
of
sum
it
up,
I
really
have
just.
I
guess
essentially
always
been
in
the
right
place
at
the
right
time,
but
I
would
tell
you
if
I
had
to
pick
something
that
was
was
kind
of
the
the
key
to
my
career,
and
I
I'll
talk
more
about
this
in
a
bit
because
I've
always
been
curious
right.
I've
always
been
curious
about
technology.
C
I've
always
wanted
to
understand
the
business
practices
that
are
associated
with
it.
I
always
wanted
business
to
see
technology
less
as
a
cost
center
and
more
as
an
enabler
and
and,
of
course,
looking
at
it
from
a
cultural
perspective.
How
society
has
changed
because
of
technology
and
has
business
has
changed,
those
that
have
succeeded
and
those
have
failed.
So
I've
always
been
really
fortunate
to
be
curious
enough
and
be
surrounded
by
a
lot
of
mentors.
D
So
I
had
to
learn
how
to
use
jenkins
and
spinner
car
tools
like
that,
and
it
really
interested
me,
but
I
wasn't
really
able
to
go
deep,
because
my
role
basically
was
just
to
learn
how
to
use
this
tools,
to
move
my
code
from
one
environment
to
the
other,
manage
codebase
and
all
that.
But
I
was
really
interested
in
it.
I
actually
wanted
to
move
to
the
devops
team,
but
I
didn't
have
the
opportunity
at
state
time
because
they
needed
more
back-end
developers
than
engineer
and
then
devops
engineers.
D
So
I
just
continued
so
in
I
think,
august
last
year
after
I
started
my
open
source
career,
the
application
for
google
season
of
jobs
opened
and
wow.
This
was
like
an
opportunity
for
me
when
I
saw
jenkins
as
one
of
the
organizations
participating,
so
this
was
like
an
opportunity
for
me
to
satisfy
this
curiosity.
I
had
about
devops
and
to
understand
this
too.
D
I
started
by
migrating
existing
documentation
from
wiki
to
github,
and
I
wrote
proposals
to
work
on
jenkins
on
kubernetes.
This
was
really
huge.
I
was
scared
initially,
but
I
knew
I
had
mentors
who
were
ready
to
help
me
and
had
colleagues
in
the
office
who
had
always
been
disturbing
outside
workers,
so
I
knew
they
were
also
ready
to
help.
D
Working
with
jenkins
has
really
helped
me
improve
my
knowledge
and,
if,
even
after
the
google
season
of
docs
program
ended,
I
still
continue
to
contribute
to
jenkins
organization,
because
it's
an
exciting
journey
for
me
and
I
believe,
open
source
contributing
to
open
source
is
like
one
way
to
improve,
is
like
one
of
the
best
ways
to
improve
your
skills,
get
to
collaborate
with
a
lot
of
people.
You
know
get
to
know
what
is
happening.
What
is
current
in
you
know
the
tech
space
and
all
that
so
yeah.
That's
it
for
me.
A
Thank
you
so
much
so
today
for
cdf
for
the
first
quarterly
meeting.
One
of
the
things
that
we
wanted
to
do
was
you
know,
invite
our
panelists,
who
are
industry
leaders
who
are
have
also
experience
as
hiring
managers
or
who
also
have
experience,
helping
women
try
to
gain
skills
to
move
up
the
corporate
ladder,
which
is
why
we're
having
this
discussion
today
on
how
to
level
up
your
devops
career.
B
To
say
you
want
to
pick
a
starter,
yeah
tara
go
ahead,
so
I
I
just
I
did
want
to
call
it
really
quickly.
I
loved
hearing
the
name
of
your
story
because
it
sort
of
proves
how
we've
evolved.
It
used
to
be
that
infrastructure
was
the
thing
that
people
did
because
they
weren't
good
enough
to
be
application
developers.
B
There
was
definitely
a
big
cultural
shift.
That's
happened
in
the
last
20,
something
years
where
now
it's
actually
interesting
to
work
on
that
stuff.
So
it
makes
me
very
excited
to
hear
that
you
were.
You
were
motivated
to
make
that
kind
of
change.
I
think
the
the
first
important
thing
to
to
call
out
is
it's
a
different
type
of
work
and
really
recognizing?
Is
it
the
type
of
work?
B
Are
you
the
sort
of
person
who
is
able
to
context
switch
and
multitask
and
likes
being
in
a
world
that
can
be
highly
ambiguous
if
you're
doing
the
sort
of
what
we
call
platform,
engineering
or
devops
engineering
you're
solving
a
a
problem
set?
That's
a
mix
of
people
and
technology
and,
as
I
say
anytime,
you
have
a
problem.
That's
technical!
Only!
B
That's
a
really
good
day,
but
in
this
world
that
almost
never
happens
right
because
you're
trying
to
make
a
technical
system
to
support
the
people
who
are
going
to
use
it
and
the
who
the
people
are
the
type
of
product
they're
developing
the
type
of
business
that
they're
in
all
of
that
can
impact
architectural
decisions.
So
that's
a
sort
of
a
layer
of
some
people
find
very
uncomfortable.
So
it's!
The
first
thing
to
understand
is
like
you
know,
you
went
through
as
an
abe
about
understanding,
hey.
B
I
actually
really
interested
about
this
stuff
want
to
learn
about
it
and
finding
that
it's
something!
That's
really
interesting
to
you,
so
I
think
you
know
taking
an
opportunity
to
figure
that
out.
First
is
process
hackery,
which
is
ultimately
what
this
is
something
that
you're
interested
in
and
then
once
you've
decided
that
that
is
what
you're
interested
in
there
are
so
many
different
ways
that
you
could
approach
it.
B
You
could
approach
it
from
the
perspective
of
really
focusing
hard
on
the
tools
like
becoming
a
core
contributor
jenkins
is
a
great
example
of
that
or
focusing
perhaps,
to
kind
of
extend
the
jenkins
model.
Maybe
you're
you
develop
extensions
right
and
so
you're
actually
using
jenkins
as
your
platform
in
order
to
enable
other
functionality.
B
B
So,
to
me,
there's
a
very
clear
path
from
you
know:
hacking
developers
to
success
to
having
organizational
influence,
and
that's
the
thing
that
I
would
love
to
to
see
us
kind
of
push
on
as
a
concept,
because
I
think,
there's
amazing
opportunities
there.
There
are
tons
of
companies
now
that
are
are
now
like:
hey
they
come
to
the
cdf.
Tell
us
what
we
need
to
do
well,
they
actually
need
people
to
come
in
and
like
work,
be
employees
at
their
company,
be
leaders
at
their
company
to
tell
them
that.
B
C
Yeah,
I
I
think
you're
absolutely
right
on
tara.
I
think
that,
first
of
all,
we
you
know,
we
always
talked
about
the
glass
ceiling
right,
that
there
was
the
ceiling
that
you
know
women
would
bump
into.
But
the
truth
is
we
have
ceilings
and
walls
and
we
have
to
break
down
the
walls
as
well
from
an
engineering
perspective
from
a
a
perception
perspective
being
open
to
to
different
points
of
views
and
different
perspectives.
C
C
C
I'm
really
happy
that
organizations
are
are
at
least
considering
investing
in
focused
on
or
at
least
aware
of
that
diversity
and
inclusion
is
more
than
you
know,
then
how
many
women
can
you
put
on
a
panel
or
how
many
women
can
you
put
on
your
team
is
kind
of
tokenism
that
a
lot
of
organizations
are
starting
to
to
at
least
open
up
their
team
so
that
they're
not
trying
to
fill
them
with.
You
know
kind
of
clones
of
each
other
and-
and
I
think
that's
been
a
a
big
problem.
C
I've
been
the
only
one.
I've
been
very
fortunate.
I've
had
a
lot
of
really
great
mentors.
I've
had
a
lot
of
great
male
mentors
female
mentors,
but
most
of
the
time
I
was
the
only
woman
in
leadership
in
the
technology
space
and
I
always
felt
like
I
had
to
prove
myself
more,
maybe
because
I'm
not
as
technical
as
some,
but
there
was
always
like
you.
C
You
had
to
work
harder
at
it
right
to
be
accepted
by
the
teams
by
your
peers
by
the
leaders
only
because
it
wasn't
natural
and
I
think,
whether
it's
women,
whether
it's
people
of
color,
you
know
we
we're
starting
to
break
some
of
those
stereotypes
in
terms
of
of
what
a
what
a
team's
makeup
should
be,
and
even
from
a
a
perspective
or
a
cultural.
Recognizing
that
bringing
different
points
of
views
and
again
it
isn't
necessarily
male
female
people
of
color,
not
people
of
color.
C
It's
really
looking
at
teams
from
a
very
holistic
and
human
perspective,
and
I'd
like
to
think
in
my
experience
now
more
than
a
few
years
in
that
we're
we're
not
there,
but
we
understand
it
biggest
issue.
I
think
we
have
is
that
we're
scaring
women
and
people
of
color
away
so
they're
not
even
going
to
enter
the
field
in
the
first
place
because
they
hear
about
sexual
harassment
they
hear
about.
C
You
know
bias
they
hear
about
all
of
that
and
if
I
were
a
young
woman
thinking
about
my
career,
I'm
not
so
sure
right
now
that
I
would
feel
really.
You
know
fascinated
by
you
know
I
would
learn
python
on
my
own
and
you
know
become
an
ethical
hacker
or
something
so
I
I
think
we
have
a
long
way
to
go,
but
I
I
do
think
that
we're
at
least
at
least
on
the
surface,
you
know
trying
to
at
least
bring
it
to
the
forefront.
B
B
But
the
cool
thing
to
me
about
devops
is
that
it's
not
just
about
operations
and
systems.
Engineering
right
devops
is,
is
you
know,
jess
humble
describes
it
as
a
community
of
practice
right
and
there
are
so
many
different
ways
to
look
at
it.
There's
the
operational
aspect.
You
know
I
came
into
it
from
you
know.
My
role
back
in
the
netscape
days
was
a
build
release.
Engineer
right,
so
I
was
doing
make
systems
and
writing
installers,
and
then
we
started
developing
tools
because
we
didn't
have
tools
to
use.
B
We
had
to
write
the
tools
that
we
used,
but
you
can
come
into
if
you
think
about
tecton,
for
example,
if
you're
going
to
implement
a
tecton
continuous
delivery
pipeline.
Mostly
what
you
have
to
do
is
understand
how
to
use
yaml
right
and
so
there's
a
lot
of
different.
I
think
a
lot
of
different
skill
sets
that
can
apply.
I
think
it
where
it
gets
interesting
is
figuring
out
where
you
know
what
what
skill
sets
do
you
have
now
and
where
would
that
fit
as
as
they
stand
and
then
from
there
which
direction?
B
Would
you
want
to
then
subsequently
learn
and-
and
I
think
that
brings
up
another
key
part
of
what
makes
for
a
very
successful
career
in
the
space?
Is
that
desire
not
just
the
ability
to
work
in
ambiguity,
but
that
constant
desire
to
to
want
to
be
learning
new
things,
because
it's
constantly
changing
and
so
being
able
to
have
the
the
initiative
to
be
exploring
investigating
reading
lots
of
people's
blogs
like
what?
What
are
you
doing
over
here?
Oh,
that's,
a
really
interesting
idea.
You
know.
B
Could
I
apply
that
that
that's
to
me
is
what's
the
most
fun
about
these
types
of
roles,
and
I
think
it
also
provides
if
you
approach
it
the
right
way,
the
greatest
number
of
entry
points
into
those
roles,
because
there's
almost
always
going
to
be
some
way
that
you
can
enter
yourself
and
then
from
there
work.
Your
way
out
from
a
technical
standpoint,.
A
D
D
There
are
no
females
there
because
they
believe
that
females
are
not
going
to
be
able
to
take
whatever
it
is
they're
discussing,
or
it's
probably
too
advanced
or
too
complex,
or
something
something
like
that.
So
I
think
that
assumption
is
one
of
the
major
drawbacks.
I
remember
myself
when
someone
was
asking
me
a
question
sometime
back
then,
and
I
was
like,
if
I
get
into
this
space,
I'm
not
going
to
have
time
to
be
able
to
do
anything.
D
D
D
Another
barrier
is
like
the
confidence
gap,
so
we
have
a
lot
of
ladies
a
lot
of
women
who
are
very
skilled,
who
are
actually
very,
very
skilled,
but
not
really
confident
about
the
things
they
know
and
the
skills
they
have
and
which
has
really
caused
like
a
huge
gap
between
the
male
counterparts
and
the
females.
So
I
was
reading
something
sometime
back
and
I
saw
that
a
female
engineer
with
eight
years
experience
has
the
same
confidence
as
a
male
with
zero
year.
Experience
men,
that's
like
a
huge
guy.
A
D
That
could
help
women
advance
from
that
entry
level
to
top
level
rules
in
the
organization
and
one
way
they
can
achieve.
This
also
is
by
having
women
at
this
top
level
rules,
because
statistics
have
shown
that
organizations
that
have
women
in
top
level
rules
more
women
in
top
levels,
tend
to
have
more
women
across
the
organization.
D
So,
even
if
you're
not
able
you
don't
have
at
the
moment,
you
don't
have
women
that
have
grown
from
entry
level.
You
could
hire
experienced
women
to
fill
in
roles
at
top
level
positions
to
encourage
more
women
across
other
levels
in
the
organization,
then
yes,
excellent,
training,
another
major
thing
that
has
kind
of
hindered
women
is
most
times.
D
So
it's
also
important
that
organizations
take
into
consideration
breaks
like
this
and
probably
putting
like
trainings
that
could
help
these
women
level
up
with
their
counterparts,
people
who
they
left
their
colleagues
who
they
left
at
the
same
level
before
they
took
short
breaks
so
yeah.
I
think
these
are
just
some
a
few
things
that
organizations
could
put
in
place.
C
Jackie
can
I
jump
in
on
something
yeah,
please.
I
think
that's
really
interesting.
So,
despite
the
fact
that
pandemic
has
been
just
a
horrible
experience,
and
we
were
all
talking
about
that
before
time-
I
I
think
some
things
happen,
that's
very
subtle
and
and
maybe
have
a
long-term
impact,
and
that's
that
flexible
work
environments
have
become
more
common
at
a
necessity
because
we're
all
working
from
home.
C
C
I
think
where
usually
one
member
of
the
family
is
ultimately
responsible
for
managing
the
household
in
children,
and
maybe
that's
a
you
know,
an
antiquated
approach,
but
the
pandemic
was
almost
like
an
equalizer
in
terms
of
the
work
life
balance
and
the
sense
of
we
needed.
First
of
all,
organizations
needed
enterprises
needed
to
understand
their
employees
had
more
challenges
that
they
had
to
address.
C
You
know
task
versus
time,
looking
at
shared,
more
shared
responsibility
between
partners
looking
at
the
family
unit
as
an
important
part
of
the
the
workplace,
whether
you're
a
family
unit
of
a
single
person
and
a
pet
or
a
child
or
or
not,
but
I
do
think
we've
had
a
little
bit
of
a
societal
shift.
Now,
whether
it
goes
back
or
not,
I
don't
know
but
we're
much
we're.
I
don't
know
I
kind
of
feel
like
we're
a
little
bit
more
open
about.
C
E
B
The
what
I've
been
seeing
is
that
for
the
women
who
are
supported
in
that
transition,
because
their
work
allows
for
that
flexibility.
You
know
the
employer
allows
for
it
and
also
if
they
have
a
partner
that
the
partner
participates.
I
absolutely
agree
100.
I
think
there's
been
a
lot
of
really
great
data
that
that
we're
now
you
know
starting
to
see
the
the
patterns
of
that.
Unfortunately,
I
think
as
a
whole
we're
still
seeing
that
women
have,
by
and
large,
born
the
old,
the
the
biggest
burden
of
this
transition.
A
B
To
make
a
go
of
it,
so
I
think
what
we're
having
is
kind
of
sort
of
the
extremes.
On
the
one
hand,
I
think
in
in
some
ways
it's
gotten
way
better,
like
some
family,
some
employers
have
have
shown
that,
yes,
actually
we
can
be
flexible.
We
can
make
this
work
in
other
cases,
it's
gotten
worse
and
it's
it's
unclear
kind
of
you
know
how
long
it'll
take
to
recover
from
that
yeah.
B
I
see
in
the
comments
73
percent
of
women
of
people
leaving
the
workforce
for
women,
and
I
think
that
statistically
we'll
see
that
absolutely
borne
out
as
the
pandemic
continues,
and
so
I
think,
if
there's
an
opportunity
here,
it's
to
you
know
I
would
love.
If
I
could,
I
would
say:
hey,
nicole
forsgren,
you
know
you
did
such
a
great
job
with
state
of
devops
report.
Could
you
go
figure
out
the
equivalent
for
how
to
be
an
employer?
B
Here?
Are
all
the
best
practices
for
how
to
retain
your
your
employees
in
times
of
crisis?
You
know
what
what
remote
work
and
flexible
work
showed
that
you
can
still
be
successful
and
you
know
read
a
book
around
that
becoming
the
new
model
for
employees.
I
think
that
would
be
amazing.
I'm
sure
she
would
rather
not
do.
B
But
I
think
there
are
you
know,
even
if
there's
not
a
book
written,
I
think
there
are
lessons
to
be
learned
and
if
nothing
else,
I
think
you
know,
as
a
community
really
celebrating
and
endorsing
the
employers
who
have
been
partners
and
who
will
continue
to
be
partners.
I
think
is
really
important
to
reinforce
that.
B
That
idea
of,
like
you,
can
be
successful
with
this
type
of
flexibility,
which
allows
a
lot
of
you
know.
Majority
women
not
always
is
to
jane's
point.
There
are
plenty
of
male
caregivers,
but
a
lot
specifically
more
women
to
continue
to
be
successful
in
workforce,
because
in
the
end,
it's
good
for
the
industry
to
have
those
people
participate
right.
B
We
we
never
have
enough
employees
as
an
industry,
we're
constantly
looking
around
for
anybody
who
can
do
these
roles
so
the
more
as
an
industry
we
invest
in
making
people
successful,
which
frankly
comes
back
around
to
I
to
me.
It
comes
back
around
to
devops,
which
is
how
do
you
make
your
product
organization
successful?
I
think
there
are
patterns
that
can
be
applied
right
because
devops
is
not
just
technical.
Devops
is
technical,
plus
people.
B
So
I
think,
if,
if
there's
a
way
that
we
can
show
that
devops
is
not
just
about
oh
well,
if
you
have
continuous
integration
and
automated
testing
and
some
kind
of
automated
security
checking
you're
doing
it
right
right,
it's
it's
rather
like
how
is
your
organization
as
a
whole,
the
most
productive
and
effective
and
grows
through
these
models?
I
I
think,
that's
you
know.
That's
where
we,
I
would
love
to
see
us
continue
to
try
and
help
the
industry
evolve.
C
Yeah
and
just
add
one
more
thing-
and
I
think
it's
important
and
I'm
really
interested
in
the
international
perspective
on
this
as
as
as
well,
the
the
talent
market
in
devops
is
the
gap
is
huge,
huge
right
right,
so
we're
hoping
that
we're
going
to
bring
in
more
entry-level
people
we're
hoping
we're
going
to
encourage
more
women
people
of
color
to
enter
into
this
space.
But
if
organizations
particularly
today,
don't
start
to
introduce
more
flexible
work
environments
or
adapt
to
whatever
the
needs
are
at
home.
C
This
will
be
something
that
they
will
need
to
focus
on,
and
the
great
news
is:
the
opportunities
are
tremendous
for
anyone,
that's
interested
in
really
grooming,
a
career,
but
with
passion
and
curiosity
and
innovation
right
as
your
kind
of
core
skills,
because,
right
now
the
the
gap
is
just
tremendous
and
it's
not
just
for
the
mythical
full
stack
engineer
right.
It's
for
you
know
all
different
roles
that
are
very,
very
hybrid.
A
B
Have,
oh
I'll
start,
I'm
probably
doing
the
most
most
hiring
most
experience
hiring
in
this
space.
It's
sort
of
sort
of
core
things
proficiency
in
in
any
language,
usually
for
for
platform
engineering.
It's
probably
going
to
be
something
like
python
pearl
back
in
the
days
and
then
python
kind
of
took
over,
but
it
doesn't
there's.
I
think,
there's
no
hard
requirement
on
that,
but
you
need
to
show
some
kind
of
proficiency
in
a
in
the
types
of
in
a
programming
language
that
is
most
prevalent
in
this
space.
B
Ideally,
you
have
some
kind
of
engagement
with
an
open
source
community.
So
much
of
this
world
is
based
on
open
source
technologies.
You
know,
cloudbees
is
a
commercial
company
and
there's
a
variation
of
jenkins
that
cloudbees
sells.
Essentially,
you
know
enterprise
licensing
support
for,
but
you
know
zainab.
You
know
the
fact
that
you're
you
got
in
there
and
involved
like
I
would.
I
would
look
at
that
and
go
yay.
B
B
This
would
be
an
ideal
candidate
and
someone
who's
got
some
sort
of
understanding
of
security
policy
in
operational
space
as
we
get
into
the
cloud
like
understanding,
some
sort
of
basic
best
practices
around
system,
architectures
part
of
the
role
I
think
of
of
the
most
successful
folks
who
are
in
this
space
is
being
able
to
be
ultimately
become
an
advisor
to
the
product
development
engineers
on
best
practices
like.
If
you
you
know
in
the
old
days,
you
would
write
a
monolithic
application.
B
Let's
say
it's
java
sitting
on
top
of
tomcat
or
websphere,
and
you
probably
got
some
ginormous
oracle
cluster
sitting
behind
it,
for
your
data
store
and
it's
sitting
in
a
data
center
and
your
security
is
the
firewall
right
and
it's
you
know
very
simplistic
in
the
cloud.
You
know
you
probably
want
to
be
talking
about
microservices
or
at
least
micros
services.
You
certainly
need
to
understand
networking
and
security
policies,
because
it
is
no
longer
an
on-premise
thing.
B
B
You
should
have
a
decent
knowledge
of
all
of
these
areas
and
then
be
able
to
go
deep
in
one
spot,
because
that
tells
me
that
one,
you
have
the
the
interest
and
motivation
to
develop
sort
of
those
high-level
skills
and
the
fact
that
you
have
depth
in
one
of
them
means
that
you
have
the
ability
to
create
that
depth.
So
I
could
see
you
as
someone
who
has
potential
to
then
create
depth
in
other
areas
as
are
needed
right.
So
I
for
me
it's
all
about
hiring
the
potential.
B
I
want
to
see
that
you
know
someone
who's.
Basically,
smart
and
motivated
is
the
number
one
thing
I
look
for
and
those
are
you
know
what
I
talked
about
are
some
of
the
signals.
That
would
tell
me
that
that's
true
or
you've
been
doing
this
for
a
million
years
and
you've
got
like
nine
companies
that
you,
you
know.
You
took
the
market
on
your
platform.
C
C
So
I
absolutely
agree-
and
it's
it's
funny,
because
what
you're
describing
tara
is
the
old
t-shape
right
we
need.
You
know
we
need
t-shaped
people
who
have
a
deep
competency,
but
also
have
a
broad
range
of
of
knowledge,
maybe
even
experience
in
security
in
testing.
If
you're
an
ops
person
you,
you
know
you
have
some
experience
with
python,
but
you
know
these
days
of
your
developer.
You
need
to
understand
the
entire
gamut
right,
write
it
build
it,
secure
it
deploy
it
and
all
of
that,
so
you
need
to
be
able.
C
C
But
anyhow
so
yeah
I
mean
we
call
it
t-shaping,
but
I
think
there's
something
else
too.
When
I
hire
people
I
look
for,
and
I
know
it
sounds
like
a
little
wonky,
but
I
look
for
the
light
in
their
eyes
right
and
and
like
you,
dara,
and
I'm
really
interested
in
hearing
from
cena
about
this
as
well,
is
that
you
know
you
went
out
there
and
said
I
want
to
learn
this.
I
want
to
do
this.
C
Give
me
the
experience
for
it
there's
an
accountability
and
ownership
of
your
own
career
right,
and
I
will
help
anybody
that
that
is
really
passionate
about
about
being
inquisitive,
curious,
shadows,
other
people
that
that
that
is
responsible
for
their
own
work.
And
yes,
they
have
to
have
some
experience,
but
you
also
have
to
be
a
good
human
right,
because
you
know
teams
are
built
up
of
humans
and
you
could
be.
You
know
there
was
an
old
thing
years
ago.
C
If
you
were
going
to
be
a
juror
and
they
didn't
want
you
on
the
team,
because,
no
matter
how
smart
you
were
or
how
capable
you
were,
you
were
not
going
to
be
a
good
fit,
and
so
I
I
do
think,
there's
this
kind
of
people
process,
automation,
aspect
to
a
hybrid
human
that
that
we
need
to
nurture
right.
We
we
can,
you
can
teach
somebody
python.
C
C
B
Yeah,
I
think
communication
skills
are
absolutely
critical,
written
and
verbal,
because
again
this
that
you're
solving
a
people
process
issue.
The
other
thing
that's
really
important,
and
I
cannot
emphasize
this
enough-
is
that
it's
it's
a
two-way
street
when
you're
looking
at
a
job.
It's
not
just
about
you
selling
yourself
as
a
as
a
good
candidate.
B
The
company
has
to
sell
themselves
as
a
good
employer,
and
so
I
think
another
really
key
skill
to
develop
whether
it's
devops
or
application
development
or
whatever
is
understanding
what's
the
type
of
environment
that
you
need
to
succeed
right.
What
and
so,
when,
when
you
go
into
an
interview,
any
good
interview
with
worth
their
salt
is
going
to
say.
Do
you
have
any
questions
for
me?
You
know
when
I
interview.
B
You
know
the
industry
is
not
perfect
and
not
even
close,
but
I
think
there's
enough
people
now
enough
organizations
that
are
trying
to
do
the
right
thing
and
everybody
needs
needs
employees,
and
so
you
know
trying
to
be
very
thoughtful
about
how
you
evaluate
whether
or
not
that's
going
to
be
a
place
where
you
can
succeed
should
be
a
very
important
part
of
your
process
and
that's
something:
that's
it
there's
not
a
heart,
it's
it's!
So
it's
so
sort
of
specific
to
you.
B
There's
not
like
a
really
good
set
of
rules
that
you
can
follow,
but
it's
definitely
something
that
I
encourage
everyone
to
think
about
a
lot.
So
that's
another
reason
why
you
know
getting
involved
open
source
communities
can
be
so
powerful
or
or
or
general
communities
like
you,
don't
have
to
be
a
coding
contributor,
but
these
larger
communities,
because
it's
networking
right,
oh
god,
I
love
where
I
work.
Oh,
why
do
you
love
it
right?
Oh,
are
you
hiring?
B
C
C
D
Okay,
so
the
first
thing
is
okay,
so
let
me
explain
how
google
season
of
dogs
worked
when
you're
applying
to
for
google
seasonal
talks.
You
have
the
opportunity
to
explore
different
open
source
organizations
and
submit
a
proposal
to
work
with
those
organizations.
So
it's
not
compulsory
that
you
contribute
to
those
organizations
during
the
application
process.
D
I
decided
to
start
contributing
to
jenkins
organization
immediately
like
to
try
and
improve
my
experience
and
try
and
improve
my
chances
of
getting
accepted,
because
I
believe,
like
one
of
the
best
ways
you
can
convince
them,
is
by
actually
showing
them
what
you
can
do
you
know
and
how
far
you're
willing
to
go.
So
that
was
what
I
just
did.
D
We're
quite
like
we
asked
to
submit
our
proposal,
so
the
whole
community
could
review.
So
I
had
the
opportunity
to
see
to
see
other
people's
proposals,
and
I
saw
that
there
are
actually
people
who
were
applying
to
jenkins
that
were
more
experienced
than
I
was
in
jenkins
on
kubernetes.
There
was
actually
someone
that
has
written
so
many
articles
on
it,
but
I
think
the
fact
that
I
was
already
working
with
the
mentors.
I
was
already
working
with
the
community
and
I
was
able
to
show
them
how
interested
I
was
in
this.
C
B
Yeah
I
was
going
to
agree,
it's
it's
well,
you
know
whether
or
not
you're,
a
student
or
new
to
the
industry
and
trying
to
build
up
a
cv
or
you're.
You
know
you
already
have
a
job
that
are
trying
to
expand
your
experience,
those
that's
exactly
the
kind
of
signal.
I'd
look
for
someone
who
has
that
motivation,
and
that
curiosity
and
I
think
I
want
to
call
out
something
you
spent.
You
know
you
worked
on.
B
Documentation
like
that
is
a
completely
legit
thing
and
in
fact,
documentation
is
one
of
those
things
where
there's
never
enough
contributors
in
open
source
projects.
Usually
when
I
was
the
project
owner
for
bugzilla
back
in
the
day
a
million
years
ago,
documentation
and
testing
were
the
first
contributors
I
got
because
they
were
excited
to
be
part
of
a
project.
They
didn't
know
how
to
code
yet,
but
that
was
a
way
that
they
could
contribute
and
it
led
to
other
things.
B
I
actually
had
a
kid
who
was
in
eighth
grade,
who
was
my
first
bugzilla
qa
tester
and
I'm
like
what?
What
are
you
doing?
Go
play
nintendo
or
something,
and
so
I
think
it's
important
it
doesn't.
You
don't
have
to
feel
like
there's
some
bar
you
have
to
achieve
in
order
to
contribute
in
some
way
right.
Any
contribution
that
you
do
at
any
level
can
be
considered
a
legit
first
step,
and
you
just
have
to
be
willing
to
take
it.
D
D
Do
it
start
like
I
got
accepted
to
outreachy
internships
before
people's
season
of
dogs
and
when
I
submitted
my
application
to
our
twitter
also,
I
had
not
contributed
to
open
source
before,
like
I
hadn't
done
it
before,
but
I
just
decided
as
always
to
just
take
that
leap
of
faith
like
what
was
that
could
happen,
you
won't
get
accepted,
but
then
again
you
would
have
gained
some
form
of
experience
in
doing
that.
So
that's
the
same
thing.
I
always
tell
people
who
reach
out
to
me.
Even
if
you
don't
have
the
experience
you've
not
started.
D
C
You
I
was
gonna,
say
you
said
something
before
about
confidence,
and
you
know
circling
back
to
women
and
people
of
color,
I
I
we
have
to
be
better
at
instilling
confidence
right
confidence
that
you
can
try
anything
right.
You
can
try
anything.
I
mean
we're
so
lucky
to
be
in
the
tech
space.
Really.
Where
else
do
you
have
a
job
that
requires
you
to
learn
something
new
every
single
day
right
to
be
curious,
to
be
innovative
right
that
you
know
you're
not
sitting
and
doing
the
same
thing
day
over
day
over
day.
C
B
C
B
Or
even
like
I,
I
appreciate
what
you're
saying
100
I'm
I
will
call
a
niggly
on
the
term
like
I
think,
a
lot
of
people
like
developing
that
com,
like
the
confidence
aspect
of
it,
may
never
happen.
I
I
will
admit
freely.
I
have
been
working
in
tech
industry
since
1994.
three,
ninety
three,
I
I'm
so
old.
I
can't
remember
it
was
like
last
night.
B
You
know
I
am
a
senior
engineering
manager
at
google,
like
in
theory,
that
should
make
me
feel
like
a
confident
person,
but
I'm
not
like
every
day,
I'm
like
okay,
another
day
of
faking.
It
like
I
know
what
I'm
talking
about
and
the
reality
is
in
many
ways.
I
do
know
what
I'm
talking
about.
I
didn't
get
the
job
at
google
because
someone
had
took
pity
upon
me.
I
do
know
what
I'm
doing,
but
I
that
that
idea,
that
of
of
contentment,
that
oh
yeah
I'm
good
now
I
constantly
am
sort
of
stressing
about
it.
A
F
B
Letting
yourself
be
okay
in
that
uncertainty,
richard
branson
is
who's
one
of
my
heroes
because
he
he's
crazy
and
any,
and
he
shares
a
lot
of
what
I
do
as
far
as
employee
relations.
He
said
you
know,
you
don't
think
you
have
the
skills
to
take
the
job.
Take
it
anyway
and
figure
it
out
right.
A
lot
of
a
lot
of
guys
sort
of
innately,
so
socially
are
much
more
comfortable
with
that
idea.
B
That's
really
important
is
as
women
or
guys
who
struggle
with
this,
like
whoever
has
this
type
of
struggle
like
we
need
to
make
sure
that
we
foster
a
community
that
will
be
louder
than
our
subconscious
and
in
order
to
enable
us
to
continue
going
so
like
I
love
that
jackie
has
founded
gdf.
It's
like
here
is
a
new
community
of
where
we
can
encourage
each
other
and
remind
ourselves.
Actually,
we
are
smart
and
we
are
capable,
and
we
can
continue
to
figure
this
out
and
we
just
like.
B
A
Yeah
I
mean
for
me,
I
think
this
is
why
it
was
so
important
to
create
cdf,
and
it's
not
you
know.
Cdf
was
initially
easy
because
I'm
like
I
identify
as
a
woman,
but
I
think
as
a
latina
in
tech
and
as
a
woman
I
was
like
always
looking
around
and
again
like
jane
said,
I
usually
was
the
youngest
or
the
only
female
and
I'm
like
it.
A
It
just
helps
because
it
it's
an
outlet.
It's
saying
like
sharing
your
experience
and
knowing
that
you're
not
alone
a
lot
of
the
time
and
just
like
going
back
to
having
a
nurturing
in
safe
environment
where
you're
lifting
each
other
up
or
you're
meeting
people
who
are
going
to
help
you
gain
skills
or
who
are
just
going
to
be
there
to
support
you
and
remind
you,
like
yeah,
just
apply
for
the
job
and
take
it
till
you
make
it.
A
A
A
A
It's
important,
I
mean
it's,
it's
it
you
know
makes
you
you
know
also
analyze
gender
roles,
cultural
backgrounds.
Have
we
been
raised.
You
know
I
was
always
told
to
be
nice,
not
that
I'm
not
nice,
but
I'm
more
of
a
edgy
spunky
person
that
will
a
lot
of
the
times.
Tell
you
how
it
is
and
my
friends
joke
they
were
like.
A
C
C
Speak
like
you,
man,
you
know
really
it's
like!
Oh
well.
Maybe
you
should
think
like
a
man
no,
but
there
are
times
that
little
inner
voice
to
tara's
point
is
is
niggling
at
me.
Going
hey,
hey,
hey!
If
you
were
a
man,
you
wouldn't
put
up
with
that
stuff
right.
If
you
were,
you
know,
if,
if
you
were,
you
know
whatever
and
you're
right,
there
is
always
that
little
voice
that
that
that
is
going.
C
C
You
know
not
listening
to
that
voice,
because
I'm
not
a
man
right,
I'm
not
a
man
and
I
don't
think
I
should
be.
I
don't
think
I
should
have
to
act
like
one
right.
I
think
I
should
act
like
jane.
I
don't
think
I
should
act
like
a
woman
right
or
you
know
somebody
that
I
did.
I
do
identify
as
a
woman,
but
I
don't
think
I
have
to
act
like
a
woman
either.
What
does
that
mean
right?
What
does
that
mean?
C
C
Let
me
be
fair,
okay,
I
wasn't
at
woodstock
and
I
was
very,
very
very
young,
but
you
know
that,
but
but
you
know
that
we
were
supposed
to
change
the
world
and
unfortunately
we
did
not
live
up
to
our
our
potential
on
that.
So
we
have
to
really
set
the
stage
for
the
next
ones.
I
do
apologize
because
I
do
have
to
drop
off,
but
it's.
C
And
I
want
to
tell
you
one
thing:
just
as
a
parting
thing,
you
know
what
I
loved
about
today's
panel.
We
did
not
man
bash.
You
know
I've
been
on
a
lot
of
these
panels
where
you
just
feel
this
need
to
like
rise
up
and
and
then
really
like
push
others
down.
I
really
love
this
conversation.
I
thought
it
was
very
healthy.
Of
course
you
know
I
I
don't
know
everybody
that
I've
met
some
of
you
so
really
thank
you
for
this
jackie,
particularly
tracy,
zainab
and
and
tara.
Really,
it's
been.
A
F
F
Yeah
and
although
christy
has
left
the
call,
but
she
has
been
amazing
mentor
and
she
has
been
very
helpful
till
now,
even
I
am
done
without
richie,
but
still
I'm
continuing
the
contribution,
although
it's
pretty
slow
compared
to
the
experience
on
papers
but
yeah,
I'm
still
in
the
journey
and
and
really
it.
Thank
you
very
much
for
creating
this
community
jackie.
This
is
what
we
need
at
this
moment.
Probably,
and
thank
you,
tara,
thank
you
and,
of
course,
jane
for
giving
your
journey.
F
A
F
F
You
are
not
going
to
be
judged
on
anything,
even
though
you
ask
a
question:
what
is
open
source
people
are
ready
to
explain
you
there.
Maybe
that
might
the
the
way
people
approach
so
yeah.
I
have
understood
this
now,
probably
but
yeah.
Probably
there
are
so
many
people
who
might
not
be
aware
of
this
fact.
So
there
are
still
many
of
my
friends
or
relatives
who
are
still
new
to
the
tech.
A
H
No,
I
I
I
think,
that's
great.
I
think
thanks
for
sharing,
I
get
the
question
thing
I
think
there's
so
many
times
like
I've
had
to
learn
to
get
better
at
speaking
publicly
like
I
did
toastmasters
for
years
and
even
asking
questions
in
front
of
big
groups.
There's
one
conference
where
there
was
a
lady
who
asked
a
question
and
she
was
she's
just
asking
total
questions
and
she
was
my
hero
because
it
didn't
matter
what
the
question
was.
H
D
So
well,
for
me
I'll,
say
a
battle.
I
can
really
really
relate
to
what
you're
saying
and
I
still
face
the
same
thing.
Till
dates
like
there
are
times
when
I
go
to
my
social
media
page,
and
I
see
something
and
I
want
to
type
and
I've
actually
finished
typing
what
I
said
and
at
the
end
of
the
day
I
just
clear
everything,
and
I
just
close
it
because
I
feel,
like
all
people
say
you
know.
D
It's
not
something
that
just
goes
away.
You
just
have
to
consciously
work
on
it
and
with
time
it
just
gets
better.
I
don't
know
if
there's
ever
a
time
when
it's
going
to
completely
go
away
when
you're
not
going
to
be
scared,
but
I
know
that,
as
time
goes
on,
like
you
now
you've
been
able
to
get
into
the
open
source
space,
and
I
know
that
as
time
goes
on,
you
get
more
confident
when
you
see
how
people
the
kind
of
questions
people
are
asking.
D
You
see
that,
even
when
some
people
tend
to
ask
questions
that
you
feel
like
what
kind
of
questions
is
this
and
someone
will
still
answer
without
asking
what
kind
of
question
you
see.
So
many
scenarios
like
that
and
when
you
say
it
tends
to
kind
of
boost
your
confidence.
It
beats
that
if
this
person
can
do
this,
just
like
tracy
mentioned,
if
this
person
can
do
this,
then
why
not
and
the
truth
is
at
the
end
of
the
day.
You
just
think
that
okay,
what's
the
worst
that
can
happen,
you
get.
D
If
I
do
this
and
most
times
when
you
think
of
the
worst
possible
scenario,
it's
not
actually
really
harmful.
So
you
just
take
that
leap
of
faith
or
you
just
you
know,
take
that
step.
So
that's
just
it
then
also.
It
also
helps
to
have
like
people
also
that
you
can
look
up
to
because
another
thing
that
has
really
really
helped
me
is.
I
have,
ladies
a
lot
of
ladies,
that
I
look
up
to
and
I
see
the
way
they
post
their
minds
without
any
sort
of
reservation.
D
I
see
the
way
they
make
comments
and
all
that
on
social
media
and
not
everybody.
The
truth
is,
I
think,
one
of
the
major
one
of
the
major
thing
that
causes
this
fear
is
the
fact
that
you
want
everybody
to
like
you
or
everybody,
to
be
comfortable
with
what
you
do.
But
the
truth
is,
at
the
end
of
day,
it's
not
possible.
Even
when
you're
doing
the
right
thing,
there
are
still
people
that
would
think
that
what
you're
doing
is
wrong.
A
E
E
It's
around
having
a
trusted
partner
that
you
can
kind
of
practice
with
sometimes
someone
who
can
give
you
that
you
feel
supported
with
or
even
if
they
can
be
there
with
you.
So
I'm
sure
I
mean
you
heard
jane
talk
about
this
earlier.
Mentors
are
a
really
big
help
and
I
find
that
women
and
people
of
color
are
not
encouraged
to
find
mentors
as
much.
It
doesn't
happen.
E
Naturally,
as
much
you
see
in
the
community
and
men
often
take
another
man
under
their
wing
and
teach
them
and
carry
them
with
them,
women
have
to
be
a
little
more
proactive
and
say,
like
hey,
believe
my
mentor
will
teach
me.
Will
you
help
me?
So
I
would
just
encourage
you
to
find
someone
whether
someone
you
work
with
someone
on
this
call
someone
you
can
kind
of
professionally
lean
on.
I'm
sure
everyone
here
today
would
be
happy
to
talk
to
you.
A
It's
it's
a
lot
of
work
because
it's
also
shifting
your
perspective
to
learning,
for
example,
how
to
take
criticism,
how
to
take
constructive
criticism,
because
once
you
learn
how
to
do
that,
then
you'll
ask
that
question
and
you
won't
care
what
people
think,
because
you've
already
used
to
feedback,
whether
it's
good
or
negative
right.
So
I
think
that's
also
one
thing
that
I
would
recommend
is:
you
know,
ask
for
feedback.
I
used
to
be
really
afraid
of
asking
for
feedback,
because
that
meant
that
they
were
going
to
tell
me
everything.
A
I
was
doing
wrong,
but
that's
a
huge
opportunity.
Everything
that
you're
doing
wrong
is
an
opportunity
to
go
and
learn
and
improve.
But
confidence
is
is
really
hard.
It's
something
that
you
build
over
time
as
your
as
your
person
grows
and
as
you
gain
more
more
knowledge.
Okay,
let's
move
on
jared
hi.
I
I
I'm
thinking
actively
about
I'm
a
pipeline,
techno
pipelines
and
in
our
pipelines.
Meetings
like.
I
noticed
that
it's
mostly
myself,
christie
and
pretty
were
active,
actively
involved
and
they
left
for
this
man-
and
I
was
just
wondering
like
what
are
things
that
other
maintainers
or
other
owners
of
other
projects,
have
done
to
encourage
more
contributions
or
more
diverse
contributions
into
the
projects
that
they're
maintaining,
and
I
would
appreciate
to
hear
some
thoughts
or
experiences
that
people
have
around
that.
B
That
one,
so
one
of
the
things
that,
as
a
women,
statistically
we
tend
not
to
do,
is
like
submit
for
conference
talks
or
do
other
types
of
outreach.
It's
I
didn't
start
doing
it
until
about
five
six
years
ago
and
I'm
a
little
quick
pitch,
I'm
also
on
the
board
of
directors
for
an
organization
called
women
who
code.
B
Do
a
women-oriented
conference
series
all
around
the
world
and
and
so
there's
that's
a
great
opportunity.
They're
always
looking
for
women
who
want
to
do
technical
talks,
and
so
it's
really
about
having
some
kind
of
marketing
outreach
right
and
what
you're,
what
you're
selling
is
contributorship,
and
so
it's
it's
just
figuring
out
and
christy's
really
good
at
it.
B
She's
actually
really
well
known
and
a
fantastic
speaker,
but
anybody
can
do
it
and
it's
really
the
best
way
to
kind
of
build
your
reputation
and
the
other
way
is,
is
blogging
and
and
and
figuring
out
how
to
do,
and
this
is
always
a
challenge-
how
to
do
it
successfully
and
safely
how
to
have
a
curated
social
media
presence
and
try-
and
you
know,
find
the
right
hashtags
that
to
link
to
it's
a
very
intentional
practice.
But
it's
it's
a
great
way
to.
B
I
A
So
I'm
so
excited
that
you
brought
this
up
because
you
know
the
cd
foundation
has
multiple
channels
where
you
can
take
advantage
and
start
building
your
brand
and
start
also
providing
you
know,
writing
or
you
know,
producing
content
that
is
technical,
so
reach
out
to
me,
because
we
have
the
podcast
where
you
could
be
a
guest
and
you
can
come
and
talk
to
us
about
being
a
maintainer
for
techton
we've.
Never
had
anybody
come
talk
to
us
about
being
a
maintainer
in
tucked
on,
we
have
a
blog
channel.
A
We
have
a
monthly
newsletter
that
you
can
submit
articles
to
and
we
also
have
cdcon,
which
I
was
like.
This
is
a
great
transition.
You
know
this
is
our
second
virtual
event
that
we're
hosting
in
june-
and
this
is
you
know,
one
of
the
things
that
we
did
last
year
very
intentionally
was
we
went
out
and
curated
content
from
women
and
people
of
color,
because
when
we
looked
at
all
of
our
submissions
it
was
a
ton
of
white
men,
basically
who
had
submitted
and
we
realized.
That
was
just
not
that's
not.
A
I
H
Yeah
I'll
just
add
to
what
jackie's
saying
if
anyone
is
thinking
about
submitting
a
talk
or
wants
someone
to
look
at
an
abstract
or
give
them
some
input
to
kind
of
unblock
creativity.
Just
please
feel
free
to
hit
me
up
and
just
even
if
it's
like.
I
think
this
is
an
idea,
but
do
people
want
to
hear
about
it
or
I'm
not
sure
just
you
know
any
any
starting
point
happy
to
help
you
kind
of
develop
that
abstract
focus.
A
G
Yeah
well,
hi
everyone.
My
name
is
tiffany
jackshaw.
Some
of
you
know
me
I'm
a
technical
evangelist,
so
I
work
in
developer.
Relations
at
a
startup
called
harness
and
we're
a
ci
cd
platform.
So
you
know
very
much
in
the
space.
I
guess
one
of
the
things
that's
like
been
interest
like
an
interesting
problem
that
I
never
had
before
was
just
a
lot
of
work-life
balance,
because
this
was
like
over
the
past
year.
G
That
was
like
something
that
I
I
focused
on
for
the
past
like
year
and
a
half
just
you
know
signing
up
for
talks
being
someone
who
speaks
up
in
meetings
and
I'm
really
proud
of
myself
for
where
I've
come
to
the
point,
but
I
think
like
now.
I
don't
really
know
how
to
set
new
goals
for
myself
and
figure
out
like
what
exactly
do.
I
want
out
of
my
career.
H
H
What
do
I
need
to
learn
what
and
you
could
make
a
plan,
but
if
you
don't
know
it's
it's
really
challenging
and-
and
I
I
do
think
you
have
to
give
yourself
time
and
space
like
I
had
a
big
when
I
was
going,
let's
say
from
more
technical
from
direct
programming
to
then
you
know,
considering
being
like
a
community
manager
in
open
source.
For
me,
I
remember
that
being
kind
of
a
big
shift
in
having
to
ask
myself
all
these
questions
like.
Oh,
is
that
a
bad
thing
to
stop
being
technical?
H
You
know,
should
I
be
kind
of
staying
staying
involved
with
coding
and
or
an
architect
or
product
owner,
or
something
like
that,
and
you
know
just
fearing
like
as
soon
as
you
step
into
these
leadership
roles
or
something
like
community
manager,
that
you
know
you
get
treated
differently
or
people
stop
seeing
you
as
technical
completely,
which
which
does
happen
as
it
turns
out
like.
I
can't
tell
you
how
many
times
as
a
community
manager
I
get
treated
like
you
know,
like
you're,
in
marketing,
which
you
know
there's
nothing
wrong
with
that.
H
I
think
it's
worth
this-
maybe
a
lot
of
emphasis
on
staying
technical,
which
is
not
right
for
everybody,
and
I
think,
like
I'm
much
happier
having
this
broader
view,
getting
into
leadership
and
that's
much
more
suitable
for
me
than
kind
of
saying
deeply
technical
on
one
topic,
which
I
think
would
just
bore
me
too
much
after
a
while
so
yeah.
I
I
don't
think
I
have
that
much
practical
advice,
other
than
saying
just
hear
other
people's
stories,
and
it
will
take
time
to
figure.
B
Out,
what's
right,
yeah,
I
think
the
the
biggest
thing
is
to
give
yourself
permission
to
consider
anything
experimental
right.
It's
not
like
any
choice
that
you
make
has
to
be
the
one
that
you
stick
with.
Like
you
you're
on
a
current
path.
You
try
something
else.
You
could
always
go
back
to
something
that
you
felt
you'd
realize
in
retrospect
was
actually
more
interesting
to
you
and
that's
that's
actually,
okay,
that
google
is
really
notorious
for
people
who
are
like.
B
Oh
I'm,
going
to
do
the
management
thing
that
feels
like
the
natural
progression
and
then
they
become
a
manager
like
this
is
the
most
terrible
job
ever.
Why
did
I
want
to
do
this,
and
that
happens
all
the
way
up
to
like
vp
level,
like
you
know
what
I
don't
want
to
do
this
anymore,
they
go
back
to
being
in
ic.
You
know,
for
me
it
was
the
other
way
around.
B
I
I
kind
of
I
was
a
front
line
manager
for
most
of
my
career,
which
meant
I
was
doing
a
mix
of
people
but
still
had
my
hands
in
the
code,
and
I
didn't
want
to
let
that
go
and
then
I
finally
realized.
Actually
I
don't
really
care
about
doing
the
tech
anymore.
Now
it's
really
only
about
the
management,
but
there
is
no.
I
think
the
most
important
thing
is
is
don't
feel
like
there's
there's
pressure
for
you
to
make
a
choice
and
have
to
get
it
right.
B
Like
the
worst
case
scenario,
is
you
spend
a
year
doing
something?
That's
like
eh.
This
was
this
wasn't
what
I
wanted
to
do
and
then
you
could
think
think
about
all
right.
What's
the
next
thing,
I
want
to
try
right
and
that's
a
perfectly
fine
thing
to
do,
and
it's
actually
it
can
be
a
really
interesting
thing
to
see
on
a
resume
and
you
talk
about
it
in
the
interview
it's
like.
Oh,
you
try
different
things,
awesome
good
signal.
B
E
Agree
with
these
two,
a
lot
like
I've
had
I've
been
in
tech
for
14
years
now,
and
I've
been
mostly
up
like
to
the
past
ten
years
operations
and
I
have
been
at
frontline
tech.
I've
been
a
frontline
manager,
I've
worked
mergers
and
acquisitions
with
executives.
I've
done
it.
Security
implementations,
I
kind
of
the
whole
broad
scope,
and
I
completely
agree
it's
about
trying
new
things
and
if
you
don't
like
it,
try
something
try
something
new
I've
done.
E
It
helps
a
lot
if
you're
in
a
lot,
I
was
a
larger
corporation
for
a
while,
so
I
could
jump
around
and
rolls
to
try
new
things
for
a
time
in
my
career,
I
was
really
fixated
on
a
title
and
a
career
path,
and
then
I
realized
it
didn't
serve
me
anymore,
which
can
happen.
You
can
say
this
is
my
goal.
This
is
what
I
want,
and
then
it
was
the
next
step
and
I
was
like.
Actually
I
don't
want
that
at
all.
E
I've
been
working
towards
this
for
eight
years
and
I
have
zero
interest
in
doing
that.
Now
that
it's
now
that
it's
like
in
front
of
me,
so
I
think
it's
okay
to
change
your
mind
so
for
right.
Now,
where
I
am
my
career,
like
I'm
a
senior
I
see
and
I'm
really
happy
being
a
senior
individual
contributor,
I've
managed
17
sis
admins
at
one
point,
and
that
was
okay
and
it
was
fun
for
a
while
there's
also
a
lot
of
things
I
didn't
like
about
it.
E
E
A
Well,
just
a
quick
time
check
it's
12,
but
thank
you.
This
has
been
so
much
fun
to
have
this
conversation
with
everyone
and
tiffany.
I
think
from
you
know.
From
my
perspective,
I've
never
been
technical.
I've
always
been
on
the
marketing
side,
but
I
think
for
me
you
know
I'm
super
goal
oriented
and
I'm
the
type
that
at
the
beginning
of
the
year
I
write
out
goals
that
I
want
to
accomplish
throughout
the
year.
A
A
I
tell
people
to
learn
from
my
lesson.
I
you
know.
I
I
overworked
myself
in
my
previous
job
to
the
point
where
I
had
to
take
three
months
of
medical
leave
off.
Don't
let
yourself
get
to
that
point?
It's
not
worth
it!
You
know
I!
I
love
my
job,
don't
get
me
wrong,
but
it's
not
worth
sacrificing
your
your
mental
health.
So
I
think
that's
always
something
to
take
into
consideration
is
always
take
care
of
yourself.
First,
the
company's
gonna
keep
running
it
doesn't
matter.