►
From YouTube: Node.js Mentorship Meeting
Description
No description was provided for this meeting.
If this is YOUR meeting, an easy way to fix this is to add a description to your video, wherever mtngs.io found it (probably YouTube).
A
A
If
you
could
do
paying
augment
see
if
he
is
able
to
join
sure,
he
is
in
the
middle
of
onboarding
and
it
was
amazing
to
meet
up
with
aquaeden
person
over
the
weekend.
So
you
know
we,
we
weren't
able
to
leverage
the
foundation
new
stuff
to
get
together,
but
we
helped
Ahmed
get
a
great
new
job
and
now
he's
joining
us.
So
you
know,
as
for
my
experience
and
AJ's.
A
A
C
B
A
E
A
E
B
A
Lot
of
em,
you
know,
guess:
activity
is
sort
of
continuing
to
go
forward,
but
I
know
Michael
and
a
few
others
are
really
deep
in
the
the
process
of
the
foundation
merged.
So
you
know
that
that's
a
lot
of
you
know
heavy
lifting,
aligning
the
JavaScript
and
you
know
just
communities
so
totally
understand.
A
E
Yep
I
only
actually
reached
out
of
a
little
while
ago,
the
most
exciting
one
on
my
list
is
in
Sutherland
who's,
I'm,
probably
gonna
nominate
for
being
a
node
collaborator,
soonish
I
think
he's
gonna
try
to
commit
one
or
two
more
things,
but
he's
also
react
create
react
app.
What
do
you
make?
Yeah
pretty
well
known
in
the
community
and
he'd,
be
really
excited
to
mentor
and
says
he's
been
teaching
before
so
I
think
that's
amazing.
He
could
be
really
good.
A
E
So
I
was
just
being
like
he's
already
landed,
quite
a
few
patches
on
node,
so
I
think
I
was
just
suggesting.
Maybe
we
land
one
or
two
more
patches
just
so.
It
makes
a
really
strong
case
and
then
he's
already
involved
in
a
couple
committees
to
so
that
he's
on
the
repo
already
as
a
just
a
member
of
the
foundation,
so
I
don't
think
it'll
be
nothing
will
be
too
hard
of
a
cell.
F
E
A
E
B
A
Be
you
know,
core
contributor
you
just
have
to
you
know,
have
basically
bottoms
the
code
of
conduct
node,
you
know,
aligned
with
note
and
have
contributed
participated
anywhere
in
the
project.
Cool
I
think
we've
met
all
of
those
requirements,
then,
with
the
amazing
little
that
we
found
and
Tracy
that'll
be
fantastic
for
the
the
promotion
of
this.
You
know
get
some
of
those
you
know
already.
F
With
the
holidays
right
various
and
we
talked
before
the
holidays-
and
you
talked
about
doing
part
of
three
things,
or
at
least
a
lot
of
different
brain
storms
and
stuff,
like
that
something
I
should
take
offline
where
maybe
like
Dan
I
should
sink
back
up
with
you
and
be
like
hey.
What
are
we
doing
or
you
know
what
has
become
because
I
don't
even
remember
when
I
think
this
is
like
in
November
or
earlier
whenever
you
started
getting
me
involved,
it
was
like
hey,
let's,
let's
you
know,
change
the
format
a
little
bit.
A
The
the
Delta
between
the
you
know
where
we
are
where
we
were
before
the
holiday,
where
we
are
now
is
that
before
the
holiday,
we're
continue
to
operate
in
kind
of
a
two-sided,
matching
problem,
where
you
know
we're
trying
to
get
a
group
over
here
and
get
group
over
there
and
then
figure
out
how
to
pull
that
together.
You
know,
based
on
David
Guttman,
like
yeah.
A
F
F
We
have
you
guys
message:
pompom,
TSE
people
and
okay,
that.
B
A
A
F
F
C
C
A
A
E
A
C
F
A
A
A
A
A
A
A
A
B
A
F
Like
two
things
number
one
is
we
could
email
a
bunch
of
people
like
I
can
look
through
the
travel
friend
list
and
see.
If
there's
anybody,
we
could
email
those
folks
and
the
number
two
is.
If
somebody
wants
to
create
an
issue
on
the
con
from
repo
just
so
we
can
start
getting.
People
and
I
can
do
that
as
well.
If
nobody
else
wants
to
I.
F
A
F
A
A
B
A
A
A
F
F
F
G
F
A
A
A
Want
to
say
no,
the
reason
is
I
want
to
hit
the
folks
in
the
door
that
want
to
participate,
and
then
you
know
that
that
you
know
figuring
out
what
you
want
to
do
was
you
know,
challenging
for
a
lot
of
folks
and
to
cook
fair
amount
of
time
to
sort
out
last
time.
So
I
think
will
be
easier.
This
time
since
we
have,
you
know
some
really
amazing
examples
of
success
where.
A
H
A
A
A
Here
you
know
pretty
much
with
everything
except
this
negative.
Graduation
I,
don't
think
that's
a
good
message
or
for
folks
you
know,
you
know
whatever
happens,
that
that
folks
are
unable
to
complete
their
their
mentorship
journey.
You
know
we
don't
want
to
leave.
You
know
in
any
sort
of
negative
marks
on
that.
Unless
there's
like,
we
need
to
operate
in
terms
of
safety
right.
A
If
we
need
to
do
something,
that's
you
know,
someone's
behaved,
you
know
and
in
a
you
know,
in
a
way
that's
not
in
in
line
with
no
jest
and
the
core
code
of
conduct,
then
you
know
we
need
to
make
sure
that
we're.
You
know
escalating
that
working
with
the
moderation
team
and
you
know
doing
those
things-
that's
not
what's
going
on
here
right,
we're
not
sure
we
don't
need
to
protect
anybody,
purpose,
individuals
and,
if
anything
we
need
to.
A
C
A
B
A
A
A
A
A
Well,
you
know
what
what
another
another
thing
we
could
do
here
is,
you
know,
celebrate
the
accomplishments,
so
yes
or
no
graduated,
you
know
that's
really
of
interest
to
us.
Right
mostly,
you
know
we
just
it's
an
organizational
tidbit,
but
it's
not
really.
You
know
empowering
or
celebrating
you
know
the
accomplishments
of
the
individuals
here.
So
you
know
we
could.
We
know
in
in
the
case
of
both
Jennifer
and
Francia.
B
A
Know
they
have
pr's
they've,
landed
blog
posts
and
other
contributions
that
have
been
made
so
that
you
know,
since
we
have
those
those
things
as
criteria,
we
could
pull
those
forward
here
in
graduation
and
really
you
know,
highlight
and
and
use
this
as
a
focal
point
where
you
know,
folks
that
that
are
looking
at
the
successes
and
looking
to
model
after
you
know,
what's
been
done
before
can
go,
and
you
know
follow
through
to
those
things.
That's
what
I
think
the
best
contact
yeah.
A
A
A
A
Okay,
so
this
is
hard
to
see
in
the
file
easier
to
see
in
the
deltas,
so
Oh
in
this
PR
document
is
proposing
the
change
of
six
months
to
ten
weeks.
A
And
the
you
know,
the
major
comment
on
this
is
completely
actually
aligned
on
10
weeks
and
I
actually
shared
that
sort
of
open
question.
I
I
think
we
aligned
to
you,
know
pretty
much
this
timeframe
and
you
know
I
think
akhmad
chose
10
as
a
conventions
in
the
PR
tens
a
round
number.
So
my
only
concern
was
with
10.
Is
yes,
it's
a
nice
round
number,
but
it
doesn't
map
to
how
I
think
about
time,
and
so
I
I
thought
that
that's
the
first
time
we
introduced
that
you
know
we
probably
ought
to
mention.
H
A
C
H
H
So
the
I
think
the
most
important
thing
with
reducing
the
duration
as
we
are
also
gonna
have
to
reduce
our
expectations.
So
if
we
still-
and
we
were
just
talking
about
graduation
so
moving
from
graduation
to
achievements-
alleviate
some
of
this-
this
season's
now
there
it's
just
a
more
fluid
definition
of
progress,
there
isn't
going
to
be
this
milestone.
That's
gonna
be
harder
to
hit
because
we're
cutting
the
time
more
than
half.
H
So
that's
that's
fine.
As
long
as
yeah
I
mean
the
main
thing
with
reducing
the
time
is,
we
will
have
to
reduce
our
expectations
and
then,
but
on.
The
flip
side,
which
I
think
is
more
important,
is
reducing.
The
time
is
gonna
be
much
easier
to
get
mentors,
which
I
think
is
the
true
model
we've
experienced
anyway,
so
without
getting
mentors
you're
not
gonna,
have
any
progress
anyway.
H
The
ten
weeks
I
think
when
we
were
talking
about
this
before
the
reason
why
it
was
appealing,
is
and
I
can't
remember
if
we
agreed
to
meeting
every
week
or
every
other
week.
If
it's
every
week,
the
10
weeks
mapped
to
the
number
of
sessions
which
is
nice.
If
it's
every
other
week,
then
it
doesn't
and
then
it
doesn't
really
matter.
But
yes,
I,
agree
that
the
saying
things
in
terms
of
months
is
probably
you
know
easier.
You
don't
have
that
mental
conversion
right.
A
A
C
E
F
Is
happening,
why
is
something
calling
me
I,
don't
know
how
to
okay
anyways
or
the
rxjs
core
team.
You
know
we
always
promote,
like
any
just
contribute
to
the
docs
and
do
some
of
this,
and
from
that
you
know,
we've
seen
some
really
crazy,
awesome
new
covers
and
so
like
fulfilling
to
be
able
to
see
that
from
just
you
know,
somebody
just
hoping
with
random
things
on
the
docks
see.