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From YouTube: General (CEO) Group Conversation (Public Livestream)
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A
Earlier
I
was
looking
at
the
list
of
CEO
shadows,
those
in
the
current
rotation
and
those
in
the
alumni,
and
they
seemed
very
engineering
and
product
heavy
to
me,
like
the
number
of
people
in
that
list
from
engineering
and
product
seems
quite
high,
I
was
wondering
like.
Are
we
tracking
that?
Should
we
be
tracking?
That,
like?
Is
that
a
problem,
because
if
we
want
to
get
perspectives
from
across
the
company
and
we're
not
getting,
we
don't
need
necessarily
a
complete.
B
Thanks
for
that,
it's
certainly
there's
certainly
more
represented.
It's
due
to
a
merger
cuz
that
was
sent
to
to
the
eligibility
criteria
for
the
shadow
program,
I
think
if
you're
in
product
it's
easier
to
get
in.
Maybe
someone
can
I
can
link
that,
and
so
we
have
more
product
managers.
Taking
advantage
of
that.
B
We
should
look
at
the
Mercer
crest.
What
the
reasoning
at
the
time
was
so
far.
I
think
I'm
a
I'm,
a
more
product
oriented
CEO
I,
tend
to
have
more
kind
of
opinions
around
product
and
today
was
a
good
example
at
7:00.
In
the
morning
a
sick
time
I
was
in
a
meeting
with
Kenny
and
some
other
PM's
to
talk
about
the
monitoring
vision.
So.
B
It
makes
I
think
it
makes
sense
for
me
and
for
them
to
have
a
tighter
connection,
because
I'm
I'm
more
into
the
weeds
and
into
the
details,
but
products
I
am
with
other
parts
of
the
company.
That
being
said,
I
think
we
had
very
few
people
know
we'd
have
to
look
a
bit
know.
We
did
have
some
some
people
from
sales,
but
I
do
agree
and
that
people
from
all
departments
should
be
represented
in
the
in
the
program.
A
C
Hey
SID,
it's
John,
Coughlin
all
I
had
my
question
to
the
doc
in
a
second,
but
just
wanted
to
verbalize
it
first.
So
one
over
the
summer
we
launched
our
get
lab
heroes
program.
The
Heroes
program
is
a
program
to
kind
of
engage,
support
and
recognize
our
top
community
contributors,
whether
they're
contributing
blog
posts
and
videos,
giving
talks
at
conferences
or
organizing
meetups.
C
We've
noticed
that
the
program
you
know
the
applications
have
been
almost
entirely
from
folks.
That
would
identify
as
men
very
few.
You
know,
just
just
a
couple
of
women
out
of
the
200
plus
applications
that
we've
received.
One
of
the
things
I've
been
thinking
about
is
proposing
a
name
change
for
the
program
to
something
more
inclusive
than
heroes,
because
heroes
traditionally
has
like
a
male
connotation
just
curious.
B
I'm
not
whether
to
the
name,
if
it
helps
it
diversity,
we
should
absolutely
rename
it.
It's
been
a
tough
one
to
name
because
I
think
advocates
is
a
natural
one,
but
we
already
have
to
medkit.
Lab
supporters
might
be
an
option,
but
anyway
I'm
I'm
fine.
Hopefully
we
can
find
a
term
that
is
messy
foo,
but
diversity
and
inclusion
is
a
value
at
gitlab.
Messy
food
isn't
so
yeah
I'd
rather
have
overlap
and
a
more
diverse
set
of
people
and
a
the
perfect
name
and
a
very
imperfect
program
so
definitely
open
to
change
it
ratio-wise.
B
C
B
And
Shawn
had
a
thing
like:
maybe
we
want
to
validate
that.
That
is
a
program
you
know
makes
sense
to
me
that
Hiro
appeals
more
to
men
on
average
than
woman.
It's
it's
a
may
be
good
to
ask
a
few
people
that
you
think
are
a
good
fit
like
hey.
First
of
all,
you
invited
in
a
second
was
what
was
the
reason
for
not
applying.
B
D
D
A
F
F
You
know
direction
that
we're
going
in
and
some
sort
of
if
there
are
any
sort
of
cultural
changes
or
thoughts
about
our
current
values
and
all
that
sort
of
thing,
I'm,
just
sort
of
really
curious
I
would
have
loved
to
have
been
on
CEO
shadow
during
that
egret
off
site,
because
I
think
it
would
be
really
awesome.
So
just
wondering
if
you
could
share
any
thoughts
on
that
said.
Yeah.
B
I'll
share
first
and
then
the
shadows
can
augment
anything
that
I've
left
out
I,
don't
think,
there's
a
lot
of
things
that
we're
not
able
to
discuss
there.
First
of
all,
with
that
kind
of
three
things
that
we
got
into
publicity
with
I
think
it's
very
important
to
recognize
that
they're
all
kind
of
different
reasons
and
different
solutions.
So
the
last
thing
we
want
to
do
is
treat
them
all.
Equally,.
B
I
also
think
it's
it's
kind
of
a
it's,
because
give
up
kind
of
like
has
more
visibility.
Now
we've
we
struggled
with
awareness
for
a
very
long
time.
Now
we
see
what
it
means
to
have
awareness,
and
it
means
that
it's
it's
harder
to
leave
our
transparency
value,
because
if
you
say
something
that
is
controversial,
you'll
more
quickly
or
if
you
do
something,
that's
controversial.
You're
more
quickly
generate
publicity
around
that.
B
B
Also
in
these
three
things
that
weren't
that
generated
external
controversy,
some
of
them
generated
internal
controversy
as
well
and
I.
Think
there's
kind
of
a
management
gap
between
like
people
are
almost
used
to
like
discussing
things
directly
with
the
e
group
and
that's
not
gonna
scale
in
the
company.
So
it
should
be
very
clear
to
all
the
other
managers
at
the
company
that
they
that
they
need
to
be
part
of
the
conversation
as
well,
and
we
should
empower
them.
B
E
Yeah
I
would
just
agree
said:
I
was
one
of
the
shadows,
then
not
now
I'm
off,
but
yeah.
I
think
that
that
gap
is
is
something
we
talked
about.
A
lot
and
I
tried
to
bring
to
the
table
when
I
was
there.
I
had
originally
told
myself,
I
wasn't
gonna
I
was
gonna,
be
seen
and
not
heard.
In
those
meetings
which
said
last
night
knows
me,
laughs,
cuz,
that's
the
silly
thing
for
me
to
think
I'm
gonna
be
able
to
do,
but
because
of
that,
I
tried
to
bring
try
to
bridge
some
of
that
gap.
E
Right
and
I'm
hopeful
that
will
that'll
be.
One
of
the
biggest
lessons
we
take
away
is
how
we
can
bridge
that
gap,
because
it's
important
to
bridge
it
in
a
scalable
way
and
in
a
way
that
allows
all
the
fantastic
people
were
hiring
to
to
contribute
and
goes
directly
to
our
mission.
So
that
was
my
perspective
as
well.
F
B
F
F
B
I
think
I
can
think.
The
biggest
thing
we
can
discuss
is
like
personnel
matters
like
things
like
that,
I
think.
As
for
perspectives,
I
think
we
learned
that
the
engineering
voice
is
not
as
prominent
in
the
e
group
and
it's
especially
with
the
telemetry
discussion.
They
had
two
reasons.
First
of
all,
Eric
might
not
my
might
not
like
him.
He
doesn't
agree
with
everything
in
that
engineering
voice,
but
he
does
know
what
people
are
thinking.
So
it's
kind
of
it's
a
bit
weird,
but
you
can
vocalize
an
opinion.
B
F
B
B
B
Think
transparency
is
extremely
hard
if
you
become
a
larger
company,
especially
a
public
company.
So
I
expect
a
lot
of
a
lot
of
discussions
over
the
next
year
or
two,
and
one
of
the
things
I'm
focusing
on
is
making
sure
that
we
have
data
to
support
what
transparency
is
doing
for
us.
So
we'll
add
a
question
to
our
applicant
forum,
where
we
asked
like
what
the
reason,
one
of
the
reasons
are
they're
applying
and
we'll
add
transparency
to
that,
so
that
we
can
correlate
it.
B
But
fees
are
very
important
to
for
us,
like
people
applying
to
work
at
the
company
and
other
values.
I
think
it's
not
so
much
that
they
need
to
be
defended,
but
that
they
need
to
be
understood,
so
I'll
be
doing
iteration
office
hours,
because
iteration
is
something
we
want
to
do,
but
it's
so
counterintuitive,
it's
so
non
natural
to
do
it.
That
I
think
it's
more
around
education
and
I
want
to
help
with
that.
But
all
of.
B
Think
I
think
it's
it's
not
so
much
the
values
themselves,
but
just
how
to
like
how
to
practically
do
this
at
scale,
and
it's
it's
hard
and
I.
Don't
have
all
the
answers
this
morning,
I
had
a
discussion
with
Kenny
like
is
the
fact
that
we're
making
a
free
year
roadmap
for
some
divisions
is
that
hurting
our
ability
to
make
it
crisp
one
year
roadmap
for
things.
If
so,
that's
a
big
deal,
I'm,
not
sure,
but
it's
a
conversation.
I'm
gonna
have
it
Scott
to
see
to
see
where
we
end
up
there.
G
B
B
B
It's
hard
to
predict
q1
right
now,
but
it's
looking
stronger,
so
it's
kind
of
we
were.
We
had
to
scale
really
fast,
we're
kind
of
a
quarter
late
in
both
sales
and
marketing.
We're
doing
that
now
it
was
still
phenomenal
achievement,
but
we're
feeling
that
that
quarter
late
right
now,
hey
just
if
you
have
a
strong
quarter.
B
B
G
B
Think
it's
important
how
a
product
looks
and
their
product
looks
better,
but
also
their
marketing
pages
for
the
product
looks
better
and
it's
almost
like
gonna
stripe
like
and
I
think
because
software
you
use
is
so
complex.
It's
really
hard
to
tell
the
quality
by
using
it.
So
you
tend
to
you
tend
to
depend
a
lot
on
kind
of
visual
clues
and
I
think
we
we
can
still
do
better
there,
that
I'm
not
I'm,
not
quite
sure
how,
because
if
one
hand
it
looks
more
beautiful.
B
On
the
other
hand,
I
looked
at
like
the
color
scheme.
Recently
you
have
like
a
hard
white
with
in
hard
blues
and
things
like
that.
It
doesn't
really
make
a
lot
of
sense,
so
it's
almost
like
have
I
just
gotten
used
to
it.
Is
this
like
Stockholm,
Syndrome,
so
I
and
our
design
improved
enormously,
especially
when
I,
like
that
user
experience
group
is
like
doing
a
great
job
and
that
I
think
they're
still
we
ship
a
lot
of
features,
maybe
there's
a
way
to
get
people
more
excited
about.
B
The
features
like
our
police
boss
is
just
a
big
feature:
dump
and
it's
great
its
glorious,
but
we're
looking
at
feature
bloggers
to
be
in
DES,
we
working
with
TMS
and
have
kind
of
a
history
and
a
background
behind
every
feature,
because
I
think
a
lot
of
marketing
is
storytelling
and
we're
just
we're
we're
now
we're
telling
people.
Facts
like
this
is
the
new
feature
we
shipped
I
think
we
should
sell
the
story
like
who
asked
for
this
feature:
what
was
their
problem?
Well?
What
did
we
do?
How
did
this
come
about?
G
B
It's
a
huge
component
of
it,
so
maybe
maybe
it's
more
how
the
marketing
pages
look,
then
how
the
UX
actually
looks
but
like
maybe
that
the
bar
for
us
should
not
be
github.
That
should
be
stripe
if
I
go
to
a
strike.
Marketing
page,
which
is
it
just
feels
really
good
like
it's,
it's
beautiful
super
hard.
They
have
few
of
them
and
they
they
nail
it
every
time.
I'm,
not
sure
we
can
do
exactly
the
same,
but
it's
something
to
maybe
strive
for.