Everything EOS Short Clips and Rants, 2 Feb 2022

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From YouTube: Growing Pains – Staffing The ENF – #EndRant

Description

Yves La Rose, Executive Director of the EOS Network Foundation, discusses the challenges of staffing the ENF through finding individuals who are passionate about the ecosystem, can handle the immense pressure, workload, and the responsibilities the ENF faces.

If after watching this video you believe you have what it takes to join the ENF, then please reach out to us at careers@eosn.foundation, and let us know what you would bring to the team!

As part of the #ENF's broader communication strategy, Yves will be recording these videos regularly as a way to maintain an open dialogue with the #EOS community.

/rant is meant to be a conversational, direct way for Yves to share his thoughts on the issues of the day, and respond to questions and ideas raised by EOS community members themselves. Where one man's rant ends, another begins, and the discussion continues.

Let us know what you think in the comments below, and join the conversation on Discord. Perhaps your questions or comments will inspire the next rant!

Everything EOS is the official media channel of the EOS Network Foundation (ENF). The EOS Network Foundation coordinates financial and non-financial support to encourage the growth and development of the EOS Network. We’re harnessing the power of decentralization to chart a coordinated future for the EOS Network as a force for positive global change.

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A

I want to talk about staffing, so staffing, the enf in particular, uh we're going through some growing paints, it's quite difficult to find people uh that can uh handle the responsibilities, the workload, the stress, uh the immense pressure that falls on the enf and to get people with a particular skill set with a level of understanding of the ecosystem, with a passion that the passion is. Definitely you know the drive to be a part of the enf, and so unfortunately we had to let somebody go.

A

uh We you know most of you know, or most of you know that that zack and uh and I have been uh leading the enf now since its inception, uh there was a third person in the background that been helping out, but unfortunately it wasn't a right fit and uh we had to let this person go and and there's no, you know, there's no bad sentiment or anything like that. It's just, unfortunately, the level of autonomy, the level of independence, the level of skill set that we require at this stage is is quite high.

A

The level of pressure that falls on our shoulders to deliver value is quite immense, and so the level of output, the level of production uh that essentially people need to output is, is quite significant and um it's difficult, and so uh you know we, we constantly have people who apply and we go through interview processes. We do reference checks, et cetera and a lot of them uh that apply obviously are known members of the community, and uh you know so. We already have an idea of who they are, but it's it's not easy uh it.

A

This is very real. The responsibilities are very real. The pressure is very real um and that's not for everybody, and so you know we had somebody else that started and unfortunately, after 48 hours uh it was too overwhelming.

A

um The person decided that, unfortunately, it wasn't a right fit for them and that they wouldn't be able to contribute. um You know accordingly to to what was being asked of them, and so they needed to step down. Because again it's very real. The responsibilities are very real and enf is a startup. Enf is a small organization, uh it has access to capital, and so we outsource a lot and so in the quarterly report you'll.

A

You know we mentioned where those funds are going and as you know, because it was very few people within the enf, the salary component. Things is extremely small because we have a very small team, but we are looking to expand internally because there are certain key functions that are important to be found within the enf, although I never envisioned the enf to be a large entity at all, I mean it's apparent with without having only uh three employees right now.

A

uh You know it's very, very small, and I don't envision that to grow significantly, but there are certain key functions that are quite useful to have in-house, and so those positions, essentially are you know, kind of at the sea level. There are people that need to be extremely independent, extremely autonomous.

A

uh You know I give them a vision. I give them somewhat of a direction, a a concept, so it's very much conceptual in terms of some of the files that we're taking on and then I need people to go off and implement to be able to really. You know take that own.

A

It really take responsibility and ownership for that and to go and implement figure out how to and to develop those partnerships and that network, and you know, to leverage the resources and the support that we can give them, but really to be independent and do that on their own, and it's been extremely difficult to find people who are capable of doing that under the immense stress of being in a startup, uh arguably, which is still in a startup that is clearly not doing well, which is eos uh in an ecosystem that is still essentially nascent uh blockchain, and so that type of individual.

A

That type of mindset needs to be extremely entrepreneurial needs to be, uh you know, very open and uh quite flexible, um and it is very, very difficult to find. Now, if any of you watching this, I believe that you have what it takes to join the team, and you have a particular skill set and it can't be. You know too niche. It needs to be something very much high level again like we're looking for c-level individuals here uh who can contribute to the vision of eos. What do you think?

A

How would you like to get involved? How do you think you can help.

A