►
From YouTube: Node.js Mentorship Program team meeting
Description
A
B
Remember
we
had
a
couple
of,
or
several
mentors
and
mentees
pairs
that
we
were
not
sure
about
we
reached
out
to
all
of
them.
Some
of
them
had
already
been
in
progress
and
just
did
not
have
journals
set
up.
A
few
of
them
had
not
ever
heard
from
their
mid.
T1
had
had
a
kickoff
meeting
with
her
mentee,
but
never
heard
from
them.
B
After
that,
I
reached
out
to
two
of
those
people,
one
of
them
selected
a
new
minty,
but
I
wasn't
able
to
send
try
what
I
wasn't
able
to
send
the
email
to
contact
him.
Attea
ran
out
of
time
and
the
other
mentor
did
not
respond
with
who
they
wanted
to
work
with.
So
that's
where
we're
at
now
in
regards
to
the
people
who
had
not
started.
A
A
A
Yeah
granted,
like
there's
lots
of
activities,
I
open
like
some
of
the
Diaries
and
read
what's
happening,
and
it
seems
that
everything
is
going
fine,
but
I
I
want
to
discuss
like
how
we
can
get
like
better
feedback,
because
we're
not
hearing
anything
from
the
mentors,
our
mentees
just
with
the
values
and
I'm,
not
sure.
If
we
should
let
create
some
like
to
a
feedback
channel,
especially
for
the
mentees.
If
they
have
any
concerns
or
so
I,
don't
know.
If
you
have
any
ideas.
D
C
A
So
we
have
ten
mentors
for
this
round
and
we
did
the
match
up
for
the
tenon
mentors
and
four
of
the
mentees
that
were
contacted.
We
were
not
able
to
reach
them,
are
very
responsive,
like
everyone
you
can
just
reach
out
to
directly
through
Twitter,
but
we're
having
trouble
with
those
four
mentees.
So
we
decided
to
reach
out
to
like
the
next.
A
So
we
had
like
three
candidates
for
each
mentor,
so
we
reach
out
to
the
next
mentor,
and
currently
we
have
three
people
that
are
three
matters
that
do
not
have
any
match
up,
but
that
ready
to
start
yeah.
But
we
also
like
from
the
current
six
mentors
we
don't
have
like.
We
don't
have
any
feedback
channel
so
I
guess
it
makes
sense
to
just
send
emails
to
everyone
and
ask
like
hey
how
it's
going
yeah.
E
E
A
A
A
D
A
D
C
D
C
Real
quick
on
that
note,
so
I
don't
have
I,
don't
have
write
access
to
the
mentorship
repo.
So
if
somebody
can
fix
that
for
me,
that'd
be
great.
I've
I've
already
made
it
so
that
we
can
just
go
to
well
once
I
get
write
access
we'll
be
able
to
go
to
this
link.
I'll
put
it
in
slack,
we'd,
be
able
to
just
go
to
that
link
and
it
would
automatically
redirect
to
the
appropriate
zoom
link.
A
A
C
A
A
E
E
A
I
can
send
you
the
amounts
of
the
mentors
and
mentees
actually,
if
like
they
respond
straight
to
it,
not
having
one
open
slack
from
their
mentors.
So
I
used
usually
I
reach
out
to
people
on
Twitter
and
email
a
little
bit
inconvenient,
because
loyd
blankfein
I
have
sincerity
there
to
email
like
30
messages
of
them.
A
Also,
like
I've
chatted,
with
Rachel
over
email
from
the
foundation
to
have
like
write
a
blog
about
the
current
mentors
and
mentees
and
like
what
they're
doing
what
scopes
there
working
like
the
things
like
what
the
progress
just
rank.
The
progress,
some
background
information
about
each
mentor
M&T
the
reason
I
didn't
move
for
is
that
because
we
don't
have
like
the
ten
mentors
ready.
Yet
we
have
six
out
of
ten,
so
I
thought
it
makes
sense
to
wait
until
we
have
the
ten
pairings
but
I
guess.
A
C
A
So
I
I
blame
it
on
like
us
as
like
a
mentorship
team,
so
we
did
not
put
like
hard
hard
hard
dates
on
when
the
mentorship
starts.
We
said
like
in
like
within
the
next
two
to
three
weeks
and
we
just
didn't
set
like
the
right
expectations,
I
believe
so
when
we
reached
out
to
the
mentees
after
we
did
all
the
matching,
like
the
response
rate,
was
very
low.
I
guess.
A
C
B
A
So
we
started
the
applications
on
the
29th
of
April
and
we
started
on
the
20th
of
June,
so
that's
almost
2
months,
which
is
like
even
if
I'm
applying
and
I've
waited
two
months.
Probably
like
my
situation,
changes
and
within
two
months
the
whole
cohort
is
ten
weeks,
so
I
guess
for
the
next
cohort.
We
should
like
set
hard
dates
and
stick
to
them.
A
D
It's
a
good
approach.
I
would
suggest
true,
so
we
don't
wait
one
week
for
them
in
T
to
reply
on
his
email,
I
believe
one
day
or
two
because
Rita
come
people
should
be
able
to
communicate.
You
know
if
you're
applying
to
if
you're
applying
to
I,
don't
know
to
a
mentorship
program.
Whatever
you
are
expecting
to
be
returned
it.
Ok,
it's
a
it's
a
free,
it's
open
it
it's
open
and
the
person
they
may
choose
to
apply
right.
D
So
if
we,
if
we
give
one
week,
we
like
so
much
ability
and
believe
one
day
are
true
at
most,
because
we
have
a
lot
about
150
applicants,
so
we
I
think
we
should
move
faster
because
we
have
the
expectation
only
two
of
them
in
T
and
they
matter
that's
waiting.
So
I
think
we
have
a
negative
side
when
the
mentor
is
not
paired
up
with
me
that
did
it
I
did
it
to
reply.
You
know
yeah.
C
C
If
we
give
them
a
tiny
window
like
two
days,
that's
totally
possible
that
they're,
just
not
gonna,
see
that
now
we
can
be
really
clear
and
we
can
say
we
are
going
to
be
letting
you
know
from
this
date
to
this
date
and
you'll
be
expected
to
reply
within
48
hours
and
then,
if
you
don't
like
that's
over
and
if
we're
super
clear
about
that,
that's
fine!
But
if
it's
a
if
it's
a
surprise,
email
that
just
comes
at
any
time
and
you
miss
the
48
hour
window,
I,
don't
I!
Don't
want
that!
A
I
also
feel
that
we,
as
a
team,
are
pretty
flexible
with
the
program
because
lack
of
time
issues
and
not
everyone
like-
is
free
all
the
time
so
I
think
it's
unfair,
expecting
people
to
like.
We
tell
them
like
we
will
match
within
these
like
the
next
two
weeks
and
it's
a
little
unfair
to
like
expect
them
to
reply
like
we
tell
them
within
the
next
two
weeks
and
they
have
to
reply
like
within
20
48
hours
after
we
send
a
email.
A
B
If
we
can
get
the
process
down
enough
to
where
we
can
get
ahead
of
the
next
cohort
enough,
where
we're
not
waiting
for
them
to
respond
to
start
the
covert,
then
a
week
would
be
fine
like
if
we're
not
starting
the
covert
for
more
than
a
week
anyway,
say
three
weeks
away
from
the
start
date.
Well,
if
we
could
get
to
where
we're
ready
to
send
those
emails
by
then,
then
we
can
give
people
plenty
of
time.
So
a
lot
of
it
again
can
come
down
to
our
efficiency.
B
A
Yeah
definitely
like
this
round.
We
were
a
little
bit
behind
on
timing,
so
we
were
waiting
for
everyone
to
reply
and
we
had
like
one
week.
Actually,
the
email
was
like
the
sooner.
We
can
start
the
better
yeah,
so
I
guess
like
if
we
put
also
a
date
on
when
we're
gonna
start,
and
we
have
like,
let's
say
two
weeks
window.
It
allows
us
to
like
maneuver
better
with
the
responses.
C
A
So
what
what
we're
doing
at
the
moment
is
AJ
is
reaching
out
to
two
people
and
I'm
reaching
out
to
the
other
two
and
we're
gonna
try
to
match
them
as
soon
as
possible,
at
least
for
this
book.
For
this
round
I
think
I,
don't
know.
If
we
don't,
we
have
other
options,
but
definitely
for
like
the
next
cohort.
D
A
A
It's
a
very
good
idea,
combined
with
just
a
meeting
to
30
people
per
mentor.
It
helps
like
reduce
the
unfairness
of
matching
because
currently,
like
we
had
a
few
mentors
with
200
plus
mentees
applying
so
it's
guaranteed,
like
some
people,
will
just
feel
mad
that
they
did
not
get
chosen
for
their
own,
because
it's
very
hard
to
choose
like
there's
lots
of
talented
people
that
apply
it
and
it's
very
hard
to
choose
one
of
out
of
200.
B
Can't
remember
what
we
told
mentors
the
time
commitment
was
for
this
program,
but
I
think
it
may
have
been
low.
I
think
we
need
to
make
sure
we're
taking
into
account
things
like
them,
creating
their
profile
and
looking
through
their
the
people,
the
mentees
who
chose
them,
picking
somebody
those
those
kind
of
things,
because
that's
something
that's
going
to
take
31
so.
B
B
E
Is
there
a
calendar
of
events
of
like
what
what
mentors
and
mentees
should
expect
like
is?
Do
we
have
a
calendar
laid
out
for
the
next
cohort
of
like
okay
by
this
date?
We're
gonna
do
this,
and
by
this
date
we're
gonna
have
mentees
chosen
and
we're
gonna
like
this
calendar
like
that
for
the
next
cohort
or
this
cohort
so.
A
A
C
A
C
That's
one
of
the
things
that
we've
been
covering
is
that
we
do
need
harder
dates
for
these
things.
It's
something
we
don't
have
very
much
time,
but
there
is
something
that
I
wanted
to
talk
about.
It's
the
last
meeting,
Ben
and
I
will
thing
about
some
challenges
that
we're
kind
of
happening
with
the
mentees
and
and
it
to
me.
It
really
sounds
like
a
lot
of
the
mentors
are
gonna,
have
these
same
issues
with
their
mentees
over
and
over,
and
it
doesn't
make
sense
for
each
mentor
to
spend
time
dealing
with
these
individually.
C
So
one
of
the
things
is
that
then
was
saying
that
some
of
these
mentees
don't
have
experience
contributing
to
open
source
like
at
all
like
they
haven't.
They
haven't
really
cloned
a
project
on
github
main
changes,
open
the
pull
request,
responded
to
comments,
make
edits
and
then
have
it
actually
get
accepted,
and
so
any
mentee
who
has
not
gone
through
that
process
and
then
tries
to
do
it
for
anode
I
think
is
gonna
have
a
bad
time,
because
node
I
consider
to
be
doing
that
on
hardmode
and
I.
C
Think
there
are
lots
of
easier
steps
that
that
should
be
taken
before
you
attempt
like
the
nodejs
boss.
You
know
what
I
mean,
and
so
one
of
the
ideas
that
I
had
was
maybe
like.
There's
this
step
that
and
if
we
could
do
this
in
an
automated
way.
That
would
be
best,
but
maybe
just
in
the
very
beginning,
before
the
mentor
even
meets
with
the
mentee.
C
You
write
a
test
for
a
function
and
get
the
pull
request
like
we
could
just
literally
have
a
file
with
like
a
thousand
dumb
functions,
and
they
just
take
one
and
write
a
test
for
it
and
by
the
time
you
know,
a
mentee
proves
that
they
can
do
that.
It
shows
that
okay,
they
understand
get,
they
understand
github.
They
understand
how
to
do
a
pull
request.
They
understand
a
lot
of
these
implicit
things.
C
That
I
think
is
honestly
a
huge
waste
of
mentor
time
to
explain,
because
in
the
case
that
then
there's
a
lot
of
specialized
knowledge.
That
then
has
that
nobody
else
does,
but
literally
like
so
many
people
can
walk
them
through
here's
how
you
installed.
Yet
here's
how
you
clone
a
repo
like
here's,
how
you
do
a
pull
request.
We
don't
need
Ben
and
John
David
Dalton
and
guy
Bedford
and
people
like
that.
Helping
them
do
the
basics.
I.
D
Agree
if
David
and
I
think
that
we
should
have
the
okay,
so
git
is
the
basic
it's
the
basis
of
the
basis,
but
I
believe
like
he
said
we
should.
We
should
use
Efrain
a
specific
knowledge
from
every
mentor
so
and
ever.
For
example,
if
we're
gonna
use
Ben's
been
hyperactive
Ben,
we
should
have
a
criteria
that
that
to
you,
where
he
being
could
help
them
8c
true,
provide
Mark
II,
not
because
to
teach
but
true.
How
can
I
say
the
marsh
specific?
D
Then
then,
then,
those
those
little
things
like
github
and
I,
don't
know
explaining.
What's
the
v8,
for
example,
it
should
have
a
more
expensive
key
technology,
knowledge
I
believe,
and
this
should
be
for
each
kind
of
mentor.
We
should
have
a
different
process
or
top
on
talks.
I
instead
of
mentors
I
should
believe
this.
D
A
Yeah
I
think
like
so
basically,
we
did
discuss
once
about
having
like
this
one,
generic
mentorship
videos
or
like
introduction
that
just
covers
the
basis
of
everything
like
before,
even
starting
anyone
that
wants
to
apply.
We
can
tell
them
like
hey,
you
can
start
with
this
and
just
have
someone
like
explain
the
basics
of
maybe
node
in
general
or
the
community
and
the
different
working
groups,
and
how
to
create
a
pull
request
even
and
stuff
like
that.
A
The
other
thing
is
that
the
only
the
only
thing
we
ask
in
the
application
for
the
mentees
is
like
how
well
do
you
know
nodejs,
and
it
goes
from
like
I've
never
used
node
to
like
I
eat,
no
just
robots
or
something
like
that
and
yeah.
It
doesn't
mention
anything
about
other,
like
code
code
like
hard
skills
or
like
soft
skills
or
think.
B
I
think
those
that's
something
would
be
worth
adding
to
the
forum.
There's
a
technical
skill
level
and
I
like
what
David's
getting
at
with
having
the
mentees
do
more
work.
I
mean
my
original
thought
was:
let's
be
as
inclusive
as
possible,
and
everybody
who
wants
to
be
able
to
get
mentored
should
be
able
to
get
mentored
I
think
that's
a
worthy
goal
eventually,
but
several
months
and
we're
still,
you
know,
have
six
successful
pairs
right
now.
So
we're
not
at
that
point,
so
I
think
it's
fine
to
lean
into
filtering
harder
on
the
mentees.
B
C
A
So
when
you
were
discussing
this
idea,
I
thought
actually
the
journal
that
I
shared-
maybe
maybe
they
just
can
like
open
a
pull
request
to
update
that
so
just
coverage
that
they
know
get
like.
They
know
how
to
open
an
issue
close
it
submitted
for
requests,
but
doesn't
cover
any
like
technical
skills.
C
C
I
have
to
run
meet
guys,
sorry
that
folks,
right
but
I
was
gonna,
say
like
I
think,
regardless
of
the
work
you're
doing
like
just
having
knowledge
of
gets
pretty
important,
because
even
standards
bodies
are
gonna
be
using
commit
like
I
know
forward
to
the
the
standards
body
that
does
internationalization
I
know
is
to
mostly
get
faced
and
get
a
base
workflow.
So
I
don't
think
it's
an
unfair
expectation.
That's
my
two
cents,
but
unfortunately,
I
run.
A
Think
I
should
like
submit
a
pull
request
for
that
I'm
just
draft
and
keep
iterating
over
that
for
the
whenever
we
start
the
next
cohort,
which
I
believe
we
should
start
scuffing
the
discussing
it
in
the
next
meeting
or
the
one
after
we're
after
that,
just
planning
out
like
all
the
details
before
we
start
by
yeah
I,
we
have
them
in
the
meeting
notes.
That's
all
it's,
but
also
like
I.
Have
them
on
separate
notes.
Just
do
not
forget
anything
as
well.
Yeah.
D
So
those
notes
that
I
took
was
the
I.
The
first
I
was
fixing
cheddar
a
meeting
I
just
I,
don't
know
what
I
just
put
it
here
am
I
to
follow
up
with
bring
to
bring
Hong
Kong
to
bring
AJ
as
a
second
holster
for
the
meeting.
Sixth
mentorships
bare
bears
already
the
from
the
far
left.
We
have
one
ready,
restart
on
1st
September
collect
feedback
from
enthusiam
enters
owns
like
channel,
resist,
registered
a
mentorship
Rihanna's
in
issues,
and
we
finish
move
to
markdown
file.