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From YouTube: Career Development with Darren Murph
Description
In this interview, Jacie Bandur on the Learning & Development Team interviews Darren Murph, Head of Remote to learn more about what his career development journey has looked like. To ask Darren any questions, check out the Async AMA issue: https://gitlab.com/gitlab-com/people-group/learning-development/programs/-/issues/9.
A
B
B
When
I
think
about
how
my
career
has
developed,
there
are
a
few
people
that
come
to
mind
and
these
people
shared
as
much
as
possible
about
their
own
knowledge,
their
own
advice,
their
own
wisdom,
as
well
as
their
own
network.
That
has
been
far
more
important
than
the
actual
role
itself.
The
second
point
here
is
look
to
people
who
share
positive
and
calm
energy.
Our
friend
john
fitch
likes
to
say
that
stress
is
contagious,
but
so
is
calm
and,
interestingly,
your
career
tends
to
develop
more
substantially.
B
If
you
can
surround
yourself
with
positive
and
calm
moving
in
a
progressive
direction
and
again
that
largely
comes
from
people
not
from
roles
necessarily.
The
third
thing
here
is
learn
what
you
like,
and
what
your
super
power
is
pay
close
attention
to
this.
I
wish
someone
would
have
told
me
this
at
the
beginning
of
my
career,
to
focus
in
on
what
that
is,
but
also
focus
on
what
you
don't
like.
I
call
these
your
energy
vampires,
be
very
honest
with
yourself.
B
Don't
apply
for
roles
that
don't
give
you
energy
and
you'll
know
it
it's
a
litmus
test.
If
you
look
at
something
a
job
description
and
you
look
and
forecast
ahead
of
where
that
could
take,
you
you'll
immediately
know
like
does
this
feel
like
work
or
does
this
feel
like
an
opportunity
if
it
falls
into
the
ladder
camp,
it's
probably
aligned
with
your
passion
and
it's
something
that
you
can
go
after
I've.
B
People
spend
5
10
15
years
of
their
life,
aspiring
for
something
that
they've
been
told
is
the
right
path,
but
it's
not
really
their
passion.
It's
not
really
their
superpower
and
we've
all
heard
that
quote
of
do
something.
You
love
and
you
won't
work
a
day
in
your
life.
I
don't
know
if
that's
entirely
true,
but
that's
the
genesis
of
it.
Work
feels
less
like
work
if
it's
aligned
with
your
passion
and
you
can
develop
in
your
career
much
more
quickly.
A
B
So
the
one
for
me
that
has
been
constant
is
remote
work,
so
I
have
personally
been
adamant
in
optimizing
the
roles
that
I
look
for
in
the
teams
that
I
work
with
for
flexibility,
even
at
the
expense
of
salary
or
title
or
prestige.
This
has
always
been
something
that
has
mattered
to
me.
A
lot
mattered
to
me
more
than
the
usual
trimmings
of
a
job,
and
so
whatever.
That
is,
for
you
make
sure
that
you
think
about
what
am
I
optimizing
for?
That's
generally,
what
is
going
to
define
how
your
career
develops?
B
The
second
point
here
is,
instead
of
focusing
on
a
field.
What
field
of
work
do
I
want
to
go
into?
I
focused
on
a
passion,
so
my
personal
passion
is
storytelling
and
what's
useful
about
focusing
on
a
passion
instead
of
a
field
is
I'll.
Give
you
this
anecdote.
If
you
say
you
know,
I
might
want
to
work
for
nasa
well.
That
means
I
have
to
be
an
astronaut,
not
necessarily
if
your
passion
is
storytelling
turns
out
nasa
needs.
Storytellers
too.
You
look
at
me
right
now.
I
work
in
get
lab,
which
is
a
development
operation.
B
There
are
a
lot
of
engineers
here.
I
am
not
a
classically
trained
engineer.
It
turns
out.
There
is
a
need
for
storytelling
within
the
confines
of
gitlab,
so
when
you're
thinking
about
where
your
future
could
be
try
not
to
put
yourself
in
the
box
of
existing
roles,
my
title
is
head
of
remote.
It
was
just
invented
a
few
years
ago,
so
think
big
enough
to
apply
your
passion,
focus
on
that
passion
and
then
find
the
roles,
teams
and
companies
that
will
support
that
it's
a
much,
much
better
way
to
advance
your
career.
B
Instead
of
just
going
on
what
the
usual
job
descriptions
are,
I
did
pursue
an
mba
at
night
school.
This
is
very
challenging
to
go
after
an
advanced
degree
after
work
and
in
your
evenings.
You
definitely
sacrifice
on
the
family
front
on
the
rest
front
on
many
fronts
it
was
challenging,
but
I
would
say
it's
worthwhile.
You
learn
a
lot.
You
meet
a
lot
of
great
people
and
that
network
never
really
goes
away
when
you
go
through
something
like
that,
you
build
an
alumni
network
that
pays
dividends
for
a
long
time.
B
I
also
intentionally
keep
my
own
network.
Warm
and
expanding
this
is
critical
and
remote
work.
Where
you
have
less
in-person
touch
points.
You
have
to
be
very
intentional.
I
actually
set
time
aside
each
week
to
look
back
through
my
network
people
that
have
supported
me
throughout
the
years
and
keep
those
relationships
warm.
You
never
know
when
they're
going
to
be
needed,
you
never
know
when
they
will
see
an
opportunity
that
would
be
useful
for
you
or
they'll
join
a
career
development
opportunity
and
they'll
invite
you
into
the
cohort
people
matter.
B
If
I
haven't
made
that
abundantly
clear
and
then
specific
to
gitlab,
I've
been
more
open
about
expressing
my
passions
and
asking
people
for
opportunities
to
contribute,
and
I
would
say
if
you
are
currently
at
get
lab.
This
is
a
very
unique
environment
and
please
take
advantage
of
it.
A
lot
of
organizations
are
not
set
up
with
the
mantra
of
everyone
can
contribute,
and
we
are
so
take
advantage
of
that.
B
If
you
are
wanting
to
grow
you're
wanting
to
expand,
there's
a
lot
of
work
to
be
done
here
and
chances
are
high,
that
other
teams
would
welcome
your
input
and
contribution.
But
it's
on
you
to
be
a
manager
one
and
make
those
requests
ask
around
your
network
to
be
connected
to
other
people.
People
are
working
on
fascinating
things
here.
You
just
have
to
take
the
initiative
to
reach
out
to
folks
and
look
for
those
opportunities.
A
B
So
I'll
reiterate
to
take
advantage
of
get
lab's
incredible
transparency,
share
your
thoughts
and
hopes
and
dreams
with
as
many
people
as
you
can,
because
things
are
developing
all
the
time
here.
It's
ripe
for
innovation,
and
you
want
to
make
sure
that
your
passions
are
known
so
that,
when
those
opportunities
pop
up
you're
in
the
driver's
seat
to
be
able
to
contribute
to
those
or
shape
those,
it's
an
exciting
time
to
be
here.
I
would
also
say
your
first
step
should
be
to
apply
to
the
ceo
shadow
program.
It
is
a
two-week
program.
B
B
What
you're
able
to
see
inside
of
two
weeks,
I
don't
think,
can
be
matched
by
any
other
program.
So
google,
ceo
shadow
program,
look
at
how
to
apply
it,
make
the
time
to
do
it.
It
will
absolutely
be
worth
your
while.
The
second
is
to
make
time
for
the
manager
challenge
program
that
our
amazing
lnd
team
has
stood
up.
I
went
through
this
as
well.
It's
another
career,
definer,
absolutely
incredible
program
also
look
into
crucial
conversations
and
check
out
our
growth
and
development
benefit.
B
We
have
a
pretty
liberal
growth
and
development
benefit.
It's
up
to
you
to
figure
out
how
to
use
that
carve
out
time
make
time
to
make
this
a
part
of
your
growth.
I
actually
write
this
into
one-on-ones
with
my
manager
to
make
sure
that
we
pause
and
think
about
it.
This
is
not
something
that
comes
around
the
fringes
of
work.
It
is
work,
but
you
have
to
make
it
that
it
doesn't
nicely
fit
in.
B
One
other
point
I
want
to
make
here
is
that
development
looks
different
for
everyone,
I'm
a
new
dad,
for
example,
and
so
my
hopes
and
dreams
for
my
own
career
and
development
probably
look
different
than
anyone
else
who
is
listening
to
this,
so
I
do
aspire
to
learn
and
be
challenged,
but
I
also
have
something
in
my
life
now
that
didn't
exist
a
few
years
ago
and
that
changes
how
I
want
to
develop
and
where
I
want
my
career
to
go
and
that's
totally.
Okay,
I
call
these
seasons
of
life.
B
Your
development
plans
could
change
depending
on
any
number
of
things,
and
it's
totally
okay
for
that
to
change
and
evolve
and
pivot.
Don't
look
at
what
the
world
thinks.
Development
looks
like
think
about
what
you
want
development
to
look
like,
based
on
how
you
want
to
optimize
your
life
and
integrated
with
your
work
and
be
open
with
that.
I
mentioned
this
a
bit
earlier,
but
I
want
to
reiterate:
have
an
ongoing
conversation
about
this
in
your
one-on-one.
B
I
try
to
bring
this
up
about
every
two
to
four
one-on-ones,
where
my
manager
and
I
sit
down
and
take
a
look
at
where
things
are
going.
Is
it
still
in
the
direction
that
both
of
us
think
it
should
be
heading,
and
we
just
want
to
have
an
open
conversation?
What
are
others
doing
about
career
development?
What
have
you
heard
what
new
programs
exist?
It
should
be
a
constant
topic
of
conversation.
B
And,
lastly,
if
you
are
a
people
manager,
I
think
it
is
core
to
your
job
to
get
your
directs
ready
for
their
next
role,
wherever
that
is
whenever
that
is
that
actually
helps
you
develop?
If
you
develop
others,
you
are
continually
challenged,
challenging
yourself
to
develop
what
is
in
front
of
you
as
well
as
others,
and
that's
what
people
managers
are
there
for
it's
to
help
others
elevate
their
own
career.
B
The
world
is
really
small
and,
interestingly
enough,
I've
been
able
to
work
with
people
at
different
junctures
of
my
career
in
different
companies
in
different
seasons,
and
so
always
be
there,
for
others
always
be
elevating
others.
You
never
know
when
you'll
have
the
opportunity
to
work
with
them
again.