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From YouTube: Enablement Staff Meeting 2019 10 15
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A
All
right,
I
had
one
person
who
came
to
me
and
said
that
one
of
their
mrz
was
taking
a
week
before
they
were
even
getting
any
response
at
law.
They
still
didn't
get
any
response
after
waiting
a
week
and
they
ping
the
whoever
was
a
sign
through
the
roulette
process.
Still
no
response
and
I
said
it's
a
it's
a
2-day
business
day
turnaround
as
the
SLO,
so
it
seems
after
I've
done
some
research.
A
It
seems
to
be
a
bit
of
an
isolated
this
situation,
but
I
just
wanted
to
see
if
anybody
else
was
seeing
this
problem
as
well,
because
if
so
probably
should
figure
out
what
to
do
about
it,
but
yeah,
obviously
good
at
that
anybody
else
seen
any
problem
with
not
getting
em
our
feedback
in
a
timely
manner.
I
haven't.
D
C
A
C
A
A
If
you
don't
hear
anything
after
two
business
days,
reach
out
to
that
person
directly
and
if
another
day
goes
by,
another
two
days
go
by
just
find
somebody
else
that
shouldn't
we
shouldn't
be
waiting
on
reviewers
like
that,
and
if
it
continues
to
be
a
problem,
then
we'll
figure
out
what
to
do
next,
but
sounds
like
an
isolated
incident.
I'm
not
too
worried
about
it.
Then
cool.
D
Yeah
I
just
wanted
to
provide
a
quick
update
on
this,
go
interview
issues
so
I've
taken
a
look
at
the
the
two
main
go
interviews
out
there
I
think
there's
also
one
for
giddily,
but
I
haven't
had
a
chance
to
look
at
it.
I
think
the
the
more
general
one
is
sort
of
based
off
of
the
giddily
go
interview,
busted
yeah,
the
secure
one
is
I
mean
it's
a
great
interview.
D
It's
very
in-depth
a
couple
cons
about
it,
aside
from
being
sort
of
specialized
for
secures
that
Fabian
is
also
like
the
only
one
that
administers
it
right
now,
because
it's
so
nuanced
and
specialized
so
I
think
there's
a
lot.
We
can
learn
from
it,
but
Dan
Croft
recommended
going
with
that
general
one.
He
thought
it
would
be
a
good
place
for
us
to
start.
He
did
recommend
that
I
talked
to
Dylan
Griffith
I.
D
Think
he's
was
already
starting
to
look
at
being
a
go
interviewer
night
and
it's
going
to
be
the
going
to
be
working
with
search
and
I.
Think
search
is
the
main,
the
main
team
that
we
want.
These
go
interviews
for
right,
I.
For
some
reason,
head
was
saying,
search
and
database
site,
but
I
think
looking
as
a
specialty.
That's
more
just
search
right,
yeah.
A
And
we've
kind
of
changed
our
stance
on
that
just
in
the
last
week
or
so
go
is
kind
of
future
looking.
It
would
be
nice
if
engineers
came
in
and
had
some
of
that
go
background,
but
if
they
don't
have
Ruby
on
Rails
they're
not
going
to
be
effective
on
the
search
team
and
we
really
need
them
to
be
effective
to
start.
D
A
C
A
Might
take
us
that
long
to
get
a
good
generic
go
assessment
in
place,
so
yeah,
maybe
lower
in
urgency,
but
certainly
something
we're
still
gonna
need.
I
still
think
it's
a
worthy
effort,
because
people
didn't
even
know
we
had
one
much
less
to
go.
Technical
assessments
so
consolidating
on
one
would
be
great.
Yeah.
C
I
was
another
aware:
there
were
two
I.
Only
I
was
only
aware
of
the
security
one,
but
it
looks
like
there
is
a
more
general
version.
We
can
evolve
on
that
version
or
I
mean,
let's
don't
create
another
one,
just
to
use
the
current
general
life
and
work
ways
that
the
folks
that
we
cater
for
to
be
more
general,
invest
or
any
general
enough
them,
which
is
the
use
it.
D
Yeah
I
guess
what
I'd
like
to
do
and
and
open
the
thoughts
here
for
sure
is
talk
to
Dylan
and
also
talk
to
I,
think
Jason
and
DJ
on
distribution,
and
just
just
try
to
if
we
stayed
like
one
or
two
of
them
like
prepped
as
go
interviewers,
even
if
we
don't
need
it
right
away
because
they're
plenty
of
go
interviews
happening
in
in
other
parts
of
the
company,
and
so
even
just
getting
them
shadowing.
Those
and
familiar
with
it.
D
D
I
just
wanted
to
say
that
I'm
participating
in
this
internship
pilot
working
group,
so
if
anyone
specifically
has
ideas
or
questions
about
it,
reach
out
or
check
out
the
issue
board,
I
kind
of
do
most
of
the
work
in
there,
of
course,
and
I
also
put
a
link
to
the
to
the
page
in
the
handbook.
So
just
in
case
anyone
has
a
particular
interest
in
in
internships.
C
I
should
think
about.
Even
you
want
the
inger
on
your
team
and
I.
Making
this
two
good
naked
before
I
mean
it's
going
to
be
very
interesting
how
this
remote
infant
works,
because
the
internship
program
primarily
is
to
bring
the
good
experience
to
the
interns,
so
they
will
come
back
to
us
and
this
remote.
D
So
you
still
sort
of
the
intern
still
have
a
cohort
and
they
can
support
each
other
and
meet
meet,
get
lab
team
members
in
person,
but
still
sort
of
get
the
get
loud.
Remote
experience
working
with
people
from
all
around
the
world
I
have
some
some
concerns
about
about
that,
too.
Just
making
sure
that
they
still
get
that
remote
experience
but
yeah
it's
a
tricky
issue.
D
A
Looking
at
the
titles
of
the
issues
that
you
have
for
the
board,
I
would
question
even
having
like
brand
new
interns
for
us
because
of
the
how
complex
the
company
is
right.
Even
if
we
had
cohorts
and
co-working
spaces
it
still,
it
probably
wouldn't
be
full-time
because
of
the
remote
nature
of
the
company
are
they
did
they
have
like
minimum
qualifications?
I
have
to
be
like
junior
senior
year,
cuz
I
can't
imagine
like
that's
freshman
or
sophomore
succeeding.
I
think
they
would
be
rare
if
they
succeeded
in
this
environment.
D
I
mean
this
is
still
very
much
in
its
infancy,
so
I
mean
those
are
the
types
of
things
we
want
to
talk
about
and
something
that
did
come
up
was
we.
We
don't
just
want
it
to
be
open
to
say
university
students,
but
we
it's
kind
of
for
anybody
who
has
not
had
a
first
job
and
stuff
like
who
has
not
had
a
full
time
job
and
software
engineering.
D
So
this
could
even
be
like
a
dev
bootcamp
grad
with
family,
and
that
has
a
whole
set
of
considerations
to
because
we
might
still
want
to
make
have
some
remote
slots
in
case
somebody
can't
get
away
for
an
entire
summer
to
be
with
a
cohort,
so
yeah
I
think
that's
not
the
good
point.
Donal
I'll
be
sure
to
bring
that
up
like
you
know
what?
What
kind
of?
How
can
we
maybe
evaluates
their
like
maturity,
level
and
ability
to
handle
this
type
of
situation,
whatever
we're
proposing.
D
C
A
A
puppet
they
opened
up
the
internship
to
non-traditional
paths
too,
and
we
got
quite
a
few
good
hired
from
that
folks
that
came
over
from
other
industries.
So
they
had
no
professional
career
background
and
they
would
probably
be
better
suited
to
the
remote
experience
as
well.
So
yeah,
that's
great,
that's
being
considered
yeah.
C
That'd
be
great,
and
then
that
will
open
us
open
the
door
for
us
to
hire
some
some
folks
that
we
felt
there
as
a
potential,
but
I
do
we're
not
quite
sure
if
they
will
work
hard
here,
yeah
cool
great,
and
why
next
item
is
mine,
so
I?
Just
that
has
a
scheduled
meeting.
This
Thursday,
don't
worry
if
you
come
attend,
but
it's
basically
bringing
us.
C
The
goal
is
to
bring
us
on
onto
the
same
page
about
this
I
fight
when
you
are
planning
and
before
that
meeting
increase,
look
at
the
spreadsheet
and
we
add
the
link
here-
please
look
at
the
spreadsheet
and
calibrate
the
2420
karma
stella.
So
that
includes
everything
you,
your
everybody,
you
already
hired
or
use.
Do
you
have
iraq
then
count
count
the
open
rack
and
the
hard
person
you
the
numbers
so
make
sure
the
numbers
are
correct
and
for
this
year
I
think
we're
pretty
much
fixed
and
we
know
what
this
year
looks
like.
C
A
C
D
Also,
why
is
what
why
are
only
verify
package,
I,
guess,
release
and
enablement
in
here,
but
not
other
I
think.
C
Josh
isn't
really
used
to
this
spreadsheet.
This
was
initially
created
by
the
that's
the
ICD
and
Josh
just
append
to
this
Warren.
This
is
a
pretty
much
the
working
dog
from
product
perspectives
and
every
product
manager
will
come
here
to
add
their
stuff,
but
so
far
this
precious
only
carries
the
C
ICD
and
enablement.
So
the
verify
package
release
those
are
old
groups
in
CIC,
B,
section.
C
A
B
C
C
Although
look
at
this
Russian
that,
although
its
Omnibus
coordinated
marketplaces,
do
you
want
to
break
up
or
you
want
to
keep
this
and
categories
because
the
group
is
one
level
and
category
is
another
level
also
categories
under
the
group.
Each
group
is,
will
be
a
team
and
then
you
can
put
a
full
team.
There.
I
have
a
manager
for
that
game.
The
category
that
the
necessarily
to
be
a
new
team.
It
can
be
in
the
same
team
and
then
for
ecosystem
Nick.
C
D
Yeah
I
don't
know
if
this
is
the
place
to
ask
about
it,
but
is
there
I
mean
a
limit
on
team
size,
because
what
we're
finding
is
that
we
make
sort
of
go
beyond
this
I
think
maybe
like
seven
to
ten
recommended,
but
it
we're
not
quite
sure
if
that
feels
right
to
to
break
that
out
into
a
separate
into
a
team
for
a
separate
category.
Just
yet
general.
C
C
C
Let's
think
about
it.
It
will
talk
to
your
product
manager.
Whether
you
want
to
break
up
I
mean
promote
the
categories
to
be
group
or
something
so
look
at
the
column,
B,
C
and
D.
So
B
is
basically
the
section
level
well
see.
I
see
D
actually
shifted
more.
The
stage
for
CSA
D
actually
is
the
group,
and
then
the
group
is
basically
I
can
say,
sir
oh
yeah
anyway,
it's
not
consistent,
but
but
each
group
will
be
a.