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From YouTube: Release Group Product & UX Weekly - 2021-06-17
Description
Daniel Fosco (Senior Product Designer) and Kevin Chu (Group Product Manager) discuss strategy and ongoing milestone work for the Release Group.
Agenda (internal): https://docs.google.com/document/d/1Enn_E0guWmRBpi_sl_0Kw0p7K8QQNF6SbXliGvMwvxI/edit#
A
Happy
you
found
the
right
link.
I
was
fiddling
with
them
to
make
sure
we
had
auto
recording
so
yeah.
That's
done.
A
All
right
so
to
everyone
watching
this
recording.
This
is
the
release
group
product
product
and
ux
weekly
meeting
hyun
is
not
with
us
today,
because
she's
out
of
office,
so
it's
me
senior
product
designer
and
kevin
group
project
manager.
A
So
I
didn't
have
time
to
add
the
items
to
the
agenda,
but
I
can
share
my
screen
and
we
can
go
over
our
current
nx
mouse
on
work.
Let
me
start.
A
Here,
yeah,
so
as
as
we
had
discussed
last
time,
the
design
issues
for
this
milestone
are
all
focused
on
usability,
bugs
and
small
fixes,
mostly
on
the
environments
page.
These
two
are
on
the
merge
request,
widget,
but
also
related
to
environments.
These
are
actually
front-end.
Front-End
fixes,
there's
already
merge,
requests
requests
for
both
one
of
them
is,
is
already
merged,
so
happy
to
be
to
be
playing
around
with
front
end,
a
little
bit
and
yeah
getting
some
independence
to
to
do
these
small
fixes.
A
So
our
front-end
devs
can
focus
on
the
bigger
stuff
the
next
one
in
line
they
don't
have
their
priorities
here,
but
but
some
of
them
have
priority
four,
so
those
are
the
ones
I'm
gonna
pick
up.
First,
but
yeah.
They
are
mostly
small
stuff.
Like.
A
This
is
a
little
bit
trickier,
but
it's
also
interesting.
It's
a
user
has
has
created
this.
This
issue
to
request
a
different
behavior
in
the
deploy
to
production
button,
which
might
be
a
usability
issue,
still
needs
to
be
investigated
and
yeah.
Here's
a
small
input
field
issue
that
needs
to
follow
the
design
system
so
happy
to
be
tackling
those.
While
the
team
is
focused
on
on
bugs
and
performance
improvements
for
this
hardest
milestone.
A
The
next
one
is
pretty
similar.
It
starts
to
get
into
small
onto
bigger
issues,
because
these
were
from
first
the
epic
yeah
from
this
epic
environments,
bugs
to
fix,
there's
another
epic
that
has
bigger
bugs
and
design
bugs
so
started
to
to
to
have
design
improvements
and
there's
a
third
one
with
actual
feature
feature
additions
to
environments
page.
I
think
we
should.
We
should
have
a
broader
discussion
before
we
get
to
that
point,
but
for
now
I
think
these
are
belt.
Bugs
fix.
B
I
have
a
question
for
you,
which
is
yeah.
How
do
you
think
about
your
your
weight
for
a
milestone?
What
do
you
have
a
sense
of
typically
how
how
many
points
you
have?
I
forget
when
it's
called.
A
Yeah,
so
these
two
specifically,
they
are
front-end
issues
and
they're.
Each
each
one
merge
request.
The
reason
they
have
a
weight
of
two
is
because
I
still
had
to
figure
out
my
development
development
environment,
so
in
practice
it
would
take
longer
than
a
weight
of
one,
but
these
others.
They
follow
the
ux
weight
definitions,
so
essentially
a
weight
of
one.
A
A
Right
so
I'm
following
more
or
less
what
other
designers
in
the
group
have,
and
that's
our
between
10
and
15,
something
around
that
and
yeah
other
hyuna
was
mentioning
another
designer
recently
that
went
up
to
like
17
and
hannah
was
like
yeah,
maybe
maybe
cut
back
a
little
bit
because
because
it's
a
lot,
but
I'm
still
figuring
out
what
what
these
weights
mean
for
my
productivity
and
and
how
does
this
fit
into
release?
A
This
is
the
first
milestone
where
I
actually
booked
as
much
as
I
could
in
terms
of
weight
to
see
how
far
I
could
go.
So
it's
an
interesting,
interesting
experiment
for
14.2.
I
think
I
have
14
points
of
weight,
13.
yeah,
so
I'm
averaging
around
that.
But
you
see
here
the
the
issues.
It's
like
less
issues
with
bigger
weights.
So
so
it's
a
different
approach.
B
A
B
B
A
Yeah
I
thought
about
that.
I
saw
that
message
from
kenny.
I
think
there's
two
approach
approaches
we
can
take
one
is
we
take
the
docs
as
the
source
of
truth
and
if
there's
an
entry
like,
let's
say,
releases
right
that
we
have
a
clear
definition
for
what
a
release
is
in
the
docs.
Then
we
just
release
and
a
link
to
the
doc
right,
so
we
don't
duplicate
the
content
and
it
gets
out
of
touch
out
of
date.
A
The
other
approach
is
to
have
a
clear
disclaimer
that
this
glossary
is
is
an
ongoing
discussion
of
the
ideal
state
or
where
we
want
to
get
to,
and-
and
we
leave
it
at
that,
I
think
we
should
do
both.
B
A
B
B
Thought
as
well,
and
that
is,
I
think
this
glossary
actually
should
be
in
the
deployment
direction.
The
reason
I
say
that
is
it's
our
proposal
for
how
we
wish
to
frame
the
world
to
me,
that
is,
that
is
not
a
glossary.
That
is
a
proposal
and
a
vision
for
where
we
want
to
get
to
and
to
me
that
is
direction.
A
I
think
that
makes
sense
yeah
after
I
created
the
merge
request
yesterday.
I
realized
that
I,
the
the
mr,
creates
the
page,
but
there's
no
no
entry
point
anywhere
to
it
right.
I
put
it
in
ops
partially
because
it
also
has
concepts
from
configure
and
other
places.
So
it
didn't
feel
right
to
say
yeah
this.
This
is
only
relevant
to
to
release,
but
under
the
context
of
the
deployments
direction.
A
Yeah,
it
was
yeah,
I'm
a
big
nerd
for
glossaries
and
dictionaries
and
and
having
very
clear
concepts
so
making
that
more
more
visible
makes
more
sense.
For
me,
cool
awesome.
A
Hiring
updates,
for
my
part,
I,
by
the
way,
thanks
for
for
figuring
out
a
replacement
for
the
interview
yesterday
so
quickly.
Wow
appreciate.
B
B
So
we
have
another
one
coming
up.
Actually
we
have
three
coming
up
again,
so
I
don't
know
what
you
want
to
do.
As
far
as
your
interview,
training,
my
take
is
simple:
it's
like
yeah,
it's
great
that
we
have.
You
know,
discipline
and
doing
things
the
right
way,
but
at
the
end
of
the
day
you
won't.
They
aren't
doing
this
by
yourself,
you're
going
to
do
it
with
nicole,
and
I
I
care
about
you
feeling
comfortable
with
whoever
we're
being
on
in
terms
of
your
ability
to
collaborate
and
work
together
to
be
effective.
B
I
I
trust,
I
trust
your
judgment,
so
therefore
I
trust
you
participating
in
the
interview
being
full.
So
if
we
want
to
make
sure
we
cross
our
piece
and
dot
our
eyes,
I
think
what
I
would
do
if
I
were,
you
is
there's
interviews
going
all
around
get
lab.
Go
find
some
other
interviews
to
interview
as
quickly
as
possible.
Yeah.
A
I
think
that
makes
a
lot
of
sense.
My
my
comment
on
that
regard
was
was
because
I
didn't
know
in
detail
what
shadowing
meant
right.
I
didn't
know
how
how
how
much
of
a
flexibility
I
had
to
to
be
an
active
part
of
the
of
the
interview
until
I
had
checked
the
boxes.
B
A
Yeah
it's
my
my
team
as
well.
After
all,
I'm
I'm
pretty
comfortable
with
interviewing
and
and
even
more
so
it
would
be
cool
leading
the
the
first
interview.
So
if,
if
on
the
third
or
fourth
I
she
can
be
there
or
someone
else
has
to
be
there-
and
I
have
to
lead
that's
fine
by
me,
but
yeah
I'll
see
if
I
can
find
another
another
pm
or
designer
interview
going
on
and
just
speed
up
a
little
bit
on
on
the
train
cool.
Thank
you
yeah.
A
I
I
have
a
sync
with
her
right
after
this
conversation,
I'm
adding
some
suggestions
to
the
interview
prep
on
the
link.
I
added
here
so
feel
free
to
take
a
look.
B
Okay,
great
yeah,
so
we
have
three
more
candidates
coming
in
and
hopefully
this
weekend
next
week,
I
don't
remember
the
exact
timing
and
and
then
we're
doing
good
on
a
monitor
front,
which
means
I
have
in
theory
a
little
bit
more
time
to
pay
attention
to
hiring
release.
So
hopefully
we
can
ramp
up
our
efforts
in
this
in
this
area.
A
Sorry,
you
meant
monitors
taking
longer
than
release.
B
No
monitors
faster
so
we're
about
to
make
an
offer
to
somebody,
and
so
that
means
my
attention
is
less
diverted
in
multiple
areas,
at
least
for
a
little
bit
of
time.
So
I
can
focus
more
on
release,
hiring.
A
Yeah-
let's
get
to
here
all
right
I'll,
have
the
sync
with
with
nicole
in
a
bit,
but
any
any
tips
for
for
the
interviews
and
and
things
that
you
have
more
attention
towards.
That's.
B
Something
I
wanted
to
bring
up
so
thanks
for
asking
so
at
the
end
of
the
day
like
what
we're
evaluating
is
not
whether
someone's
perfect
candidate,
but
it's
a
very
simple
question
and
the
way
I
would
frame
it
is:
do
we
trust
this
person
to
be
effective
to
to
work
with
in
as
a
pm
in
a
release,
area
and
bake
within
this
is:
are
they
going
to
be
a
good
pm
and
pms
do
a
lot
of
different
things
and
different
people
have
different
style?
B
B
Two
is
you
know
we
working
an
extremely
technical
area
that
can
be
difficult.
Do
we
trust
this
person
to
either
bring
existing
knowledge
or
the
ability
to
ramp
up
and
solve
these
problems
that
we
work
with
and
the
way
I
would
phrase
this
type
of
problem?
Is
it's
a
scaling
challenge?
It's
it's
a
very
much
b2b
challenge,
it's
a
it's!
It's
about!
B
That's
what
we
care
about
at
the
end
of
the
day,
I
don't
care
if
they
really
have
release
knowledge,
because
at
any
rate
we
want
someone
who
has
the
capacity
to
learn
and
improve
and
get
better
over
time.
That's
why
I
really
want
to
assess
for
and
and
need
your
help
doing
that
because
you're
doing
the
same
thing
on
your
end,
so
what
made
others
convinced
you're
the
right
person
is,
is
a
very
similar,
similar
thing
here
as
well.
B
Lastly,
value
fit
value,
fits
really
important
and
specifically
we're
not
looking
for
culture
fit
just
like
you
and
I
don't
necessarily
have
the
same
culture
in
terms
of
like
where
we
come
from
and
stuff
like
that.
But
we
don't.
You
know
we
want
to
be
diverse
and
diversity
means
many
things,
many
in
many
ways,
but
we
want
them
to
be
aligned
with
their
value.
B
Things
like
being
a
manager
of
one,
preferring
async
communication,
really
focus
on
results
and
care
less
about
politics
or
personal
upward
potential,
so
that
you
know
this
person
might
spend
the
time
collaborating
and
going
out
of
his
or
her
way
to
help
others.
These
things
are
what
we
care
about,
and
you
know
the
more
you
kind
of
pay
attention
to
cues
on
whether
or
not
there
is
value
alignment
that
will
give
us
good
data
on
whether
or
not
this
is
ultimately
a
good
candidate
for
us
yeah.
A
Yeah
pretty
broad,
but
they
all
make
sense
and
and
they
fit
more
or
less,
but
I
had
in
mind
as
well.
One
thing
that
I
think
it's
it's
kind
of
hard
to
capture
in
interviews
is
someone's
ability
to
deal
with.
I
mean
complexity
but,
to
a
certain
extent,
really
chaos
like
you
get
into
an
organization
that
has
a
product.
It
may
not
be
working
the
way
it
should
be.
The
signals
are
there,
but
not
everyone
agrees.
How
do
you
get
everyone
together
in
one
direction
and
yeah?
It
goes
towards
that
right.
B
For
that,
I
look
for
people
with
startup
experience,
because
we
are
not
we're
not
asking
someone
to
come
and
product
manage
a
mature
product
being
a
super
mature
company,
we're
looking
for
someone
to
come
in
and
build
new
product
right,
so
that
type
of
experience
the
chaos-
it's
not.
It's
not
unique
here.
I've
seen
it
most
places,
I've
been
so
people
with
startup
experience
is
definitely
valuable.
B
A
A
All
right:
well,
if
you
don't
have
anything
else,
I
think
we
got
10
minutes
back.
Okay,.