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From YouTube: Threat Management Staff Meeting Nov 4, 2020
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B
Yes,
we
don't
have
much
on
the
agenda.
Why
don't
we
actually
skim
through
the
the
announcements.
C
All
right
I
got,
I
got
the
first
one
arthur
had
a
parting
party
message
in
there
he
left
his
personal
email.
If
anybody
wants
to
reach
out
to
him,
I'm
not
gonna
read
it.
So
it's
not
public,
but
if
you
have
access
to
the
document,
you
can
read
it
there.
The
second
one
related
about
party
notices,
it's
that
mo
is
leaving
us
on
the
13th,
we're
all
very
sad
about
it.
C
D
D
B
So
thanks
moe,
so
we
completed
the
q3
okrs
with
greater
100
achievement,
not
that
much
more
a
little
bit
more.
I
think
I
don't
know
102
or
something
you
know
we
don't
always
need
to
hit
a
hundred
percent.
You
know
we
try
to
set
them,
make
them
aspirational,
so
they're
actually
hard
to
fully
achieve,
and
actually
we
did
in
many
ways.
Overachieved
lindsay's
team
was
asked
to
actually
up
one
of
theirs
from
doing.
B
Was
it
six
hamill
to
pajamas
upgrades
and
you
upped
it
to
nine
the
team's
able
to
do
that,
which
is
awesome
so
good
stuff
there
anything
to
add
lindsey.
A
No,
I
I
think
that
we
should
try
to
be
a
little
bit
more
aspirational
in
some
of
these,
and
you
know,
except
that
maybe
we're
not
gonna
always
get
to
100,
but
good
job
team.
B
Yes,
and
we
did
some
retrospection
on
what
went
well,
what
could
be
improved
things
to
try
that's
kind
of
the
format
for
that,
so
the
link
is
there,
you
know
lindsey
and
thiago,
and
I
pour
over
this
probably
spend
way
more
time
on
this
one.
We
should
but
feedback
from
others.
Definitely
more
than
welcome.
You
know
anybody.
You
know
who
watch
this
later
mo
or
jonathan
or
sam.
If
you're
interested
would
love
to
have
your
feedback
on
them
and
lindsay,
I
guess
you
have
the
next
items.
A
A
Which
I've
been
an
update
on
and
then
the
other
one
was
future
flag
training
which
wayne
has
an
update
on.
So
as
far
as
the
diversity
inclusion
of
belonging
training
goes,
we
all
knew
that
that
was
a
really
time
intensive
process.
It
was
like
three
or
four
days.
Fortunately,
gitlab
is
developing
some
in-house
training,
which
is
going
to
be
easier
to
consume
and
fit
into
your
schedule.
I
don't
want
to
discourage
people
if
they're
very
interested
in
going
through
the
full
linkedin
training.
A
I
found
a
lot
of
value
in
it,
but
this
one
hour
course
that
will
be,
I
don't
want
to
say
required,
but
we're
going
to
have
high
achievement
goals
around
it,
especially
in
engineering,
will
be
launched
in
early
december.
So
if
you'd
rather
save
your
time
for
that,
we'll
keep
you
posted
on
how
to
access
it
once
it's
available.
What's.
B
We
required
all
managers
to
take
it
the
five
hours
that
you
know
for
multiple
days,
probably
five
hours
total.
It
was
definitely
interesting,
but
it
is
a
big
time
commitment.
So
you
know
everyone's
call
if
they
want
to
do
you
know
the
full
thing
or
they
want
to
wait
for
the
one
hour
crash
course
and
on
the
feature
flag
training.
So
this
is.
A
B
Is
not
specific
to
our
team,
it's
for
all
teams,
it's
something!
I'm
working
on
with
marin
and
ricky
and
others
is
sometimes
a
feature
flag.
Change
creates
an
outrage.
Sometimes
any
change
creates
an
outage
right,
but
feature
flag
is
just
one
type
and
we've
actually
updated.
The
marin
actually
updated
the
handbook
on
when
you
change
a
feature
flag.
B
How
do
you
determine
if
you
should
go
to
the
change
management
process,
which
is
great,
that's
actually
the
handbook
now
and
then
we
also
want
to
marin
and
others
and
ricky
put
together
a
list
of
here
are
things
that
people
may
want
to
learn
on
how
to
monitor
the
system.
After
you
make
a
change
and
it's
it's,
it's
a
it's
a
first
draft.
B
It's
way,
I
think
it's
three
hours
of
youtube
videos
and
a
couple
handbook
pages
to
read,
which
is
too
much,
but
so
we're
not
actually
asking
people
to
take
the
training,
we're
asking
people
to
a
couple
volunteers
to
dog
food
it
to
to
take
the
training
they
give
feedback,
so
we
can
improve
it
so
mo
or
jonathan
if
you
or
or
lindsay,
if
you're
interested
great.
B
If
you're
not,
you
know,
that's
fine,
too
we're
just
looking
for
volunteers
to
give
us
feedback
on
it
before
we
unleash
it
on
all
of
engineering,
and
we
probably
won't
make
it
required.
It'll,
probably
be.
Maybe
one
person
on
each
team
should
do
it
perhaps
and
then
train
the
rest
so
that
that's
at
least
what
we're
thinking
so
lindsay
you're
halfway
through
the
training.
Now,
what
are
your?
What
are
your
initial
thoughts.
A
A
lot
of
great
information-
I
don't
know
it
makes
a
lot
of
sense
for
onboarding,
because
at
least
with
the
videos
it
requires
a
good
amount
of
domain
knowledge
and
understanding.
You
know
some
of
the
systems
that
we
work
with
before
you
get
into
it.
I've
got
a
lot
of
feedback
around.
It's
really
hard
to
just
watch
videos
and
just
video
after
video
after
video
putting
some
context
around
that.
A
Even
if
that's
just
links
to
the
tools
at
least
the
related
handbook
pages,
supporting
information
would
be
helpful,
so
I
I'm
learning
a
lot
from
it
and
I
think
that
if
anyone
has
targeted
needs-
or
you
know,
I
really
don't
want
him
to
learn
how
prometheus
works
or
you
know
really
don't
get.
You
know
this
particular
detail
of
our
monitoring
works.
It's
a
great
list
of.
B
Places
to
go
to
find
information
yeah,
it's
awesome.
Yeah
definitely
add
that
to
the
the
merge
request
with
feedback
that
it's
not
it's
not
good
for
onboarding
yeah,
that's
a
good
point.
Cool.
D
May
I
add
one
thing
absolutely
so
I
just
clicked
on
a
couple
links
and
I
noticed
stan
came
up
and
basically
every
video
from
stan
is
amazing
and
worth
watching,
but
so
I
know
that
I
actually
went
through
some
of
these
videos
already
when
I
was
on
my
on-call
rotation,
where
I
think
it's
when
most
beneficial,
because
I
was
a
little
bit
anxious.
I
was
like
how
do
I
know
if
there's
an
issue
going
to
arrive.
D
Maybe
that
would
be
a
good
time
to
actually
work
through
this
and
some
of
the
material,
I
think,
is
probably
more
relevant
after
you
get
to
like
the
three
month
mark
when
I
think
that's
when
you're
on
call
of
duty
sort
of
start
and
having
this
checklist
is
sort
of
a
reference
to
go
to.
So,
as
you
do
an
on-call
shift,
if
it's
not
as
busy,
you
can
maybe
take
the
time
to
work
through
some
of
these
items
and
get
to
know
the
systems
that
way.
E
I'll
I'll
probably
be
going
through
it,
especially
since
I've
got
a
feature
flag
out
there.
That
needs
monitoring.
Probably
would
be
helpful
for
me
to
actually
go
through
that
to
cool
you
know,
past
all
the
point-and-click
trial
and
error
stuff.
I've
done
already
actually
getting
some
more
definitive
stuff.
A
And
that's
a
good
segue
as
a
reminder
that
we
do
we
are.
We
do
have
an
okr
around
everyone.
Completing
the
feature
flag
training
is
that
is
that
correct
wayne?
Thiago?
Am
I
recalling
that
correctly?
So
we've
got
a
link
later
and
lower
in
the
agenda,
but
if
you
haven't
done
feature
flag,
training
already
we'll
be
reminding
folks
about
it
in
the
future.
A
And
I
couldn't
get
the
numbering
to
work
right
on
this
agenda,
but
the
last
agenda
item
was
that
we've
created
these
two
wiki
spaces,
one
for
thread,
insights
and
one
for
container
security
for
internal
documentation.
A
C
Yeah,
so
so
the
reason
it
came
up
was
with
the
with
the
staff
changes
in
container
security.
We
started
discussing
what's
important
for
that
team
and
how
do
we
want
to
develop
software?
What's
what
should
we
show?
What
are
some
of
the
things
that
we
need
to
to
do
as
part
of
the
sdlc,
and
the
handbook
can
be
a
little
bit
heavy-handed
for
that?
I'm
thinking
that,
maybe
even
some
some
of
the
the
team
processes-
maybe
they
should
belong
in
the
week.
C
Instead,
we
could
look
at
moving
them
from
from
the
from
the
our
team
page
in
there,
but
for
now
that
that's
what
it
does,
it's
mostly
specific
to
container
security
I'd
like
to
spend
it
expanded,
especially
we
were
talking
about
a
okr
which
I
think
we
ultimately
decided
against,
but
we
we
had
an
okay
about.
C
You
know
having
having
a
threat
management-wide
discussion
of
how
do
we
work
and
I
think
the
outcome
of
that,
even
if
we
don't
do
it
as
a
as
a
as
a
key
result
it
the
week
is
a
good
place
for
it.
C
That's
the
one
right
yeah.
I
think
that
that
that's
a
good
place
for
it,
it's
easier
to
edit.
You
know
it,
it
shouldn't
be
yeah,
it
doesn't
doesn't
need
to
be
in
in.
C
And
about.gitlab.com
it's
still
transparent
because
it's
still
available,
it's
just
yeah,
probably
something
we
need
to
balance
the
discoverability
of
that
for
other
people.
B
D
A
D
B
C
A
B
On
that
note,
just
a
an
idea,
not
sure
it's
a
good
idea.
Do
we
want
to
invite
our
common
community
contributors
to
our
drawstars
section
sessions.
A
Yeah,
I
know
we
we're
gonna
plant.
We
would
like
to
continue
to
have
community
office
hours
and
I
think
that's
a
good
way,
a
good
place
to
sort
of
highlight
that.
But
what
I
struggle
with
is
the
right
way
to
communicate
with
those
contributors.
So
maybe
it's
getting
on
the
getter's,
sweat
channel
more
I've
been
playing
around
with
that
mentioning
people
and
issues,
but
I
don't
often
see
a
lot
of
response.
A
So
the
challenge
there
is
making
sure
that
we
share
it
widely.
But
I
like
that
idea,
plus
one.
B
And
mo
you'll
continue
to
be
yay,
absolutely
so
just
a
quick
quo
can
we
can
or
should
we
can,
and
if
so,
should
we
link
our
handbook
team
page
to
these
wikis.
C
A
B
All
right,
the.