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From YouTube: Node.js Mentorship Meeting [Feb 22, 2019]
Description
A
A
B
A
A
B
A
A
A
A
A
So
I
was
thinking
to
get
their
time
zone
and
they're
available
in
the
next
we're
gonna
agree
on
a
time
now,
when
we're
gonna
start
the
program,
because
at
the
moment
we
have
a
huge
list
of
mentees,
so
I
think
we're
flexible
in
when
we
want
to
start
and
good
ID,
as
I
said,
I
think
it's
a
good
idea
to
invite
them
to
the
next
meeting.
This
way
we
can
get
their
impotence
any
ideas
that
they
have
so.
B
It's
number
one
as
well
so
number
one
is
finding
everyone
that
said
yes
outside
of
this
list
and
adding
in
email
addresses.
The
second
thing
is
asking:
are
you
having
a
so
I
mean
everybody
has
different
owners
right
so,
like
Benjamin
has
an
owner
I
think
you
have
a
few
owners
of
these
things?
Are
we
just
individually
emailing
those
people
and
saying
hey?
C
Well,
sorry,
I
was
made
it
yeah,
I,
don't
I
mean
as
far
as
the
mentors
are
concerned,
I,
don't
know
how
much
we
need
to
well
look.
It
depends
what
we've
decided.
I
really
want
to
shift
a
lot
of
the
work
to
the
mentees,
because
we
we
have
a
lot
of
mentees
and
that's
really
the
part
that
we
need
to
filter,
and
so
you
know,
I
kind
of
want
to
limit
the
amount
of
work
that
we
put
on
the
mentors.
C
So
I
do
want
to
keep
them
engaged,
but,
on
the
other
hand,
I
do
want
to
be
respectful
of
their
time
and
not
really
put
much
more
on
them.
So
again,
it
depends
what
we
agree
on
in
my
head.
I
think
the
best
way
forward
is
to
now
go
through
our
mentees
and
collect
a
lot
more
information,
so
for
the
mentee
is
particularly
what
their
availability
is,
their
goals,
their
interests.
C
You
know
things
like
that,
yeah
last
time
that
we
were
talking
about
I,
guess
maybe
having
the
list
of
the
mentors
and
then
having
mentees
effectively
like
apply
to
particular
mentors
I,
don't
know
if
we
came
to
a
decision
on
that.
One
though,
which
is
and
that
that
approach
is
a
little
bit
different
than
them,
then
like
having
a
bunch
of
the
the
mentees
filtered
down
with
lots
of
information
and
then
letting
the
the
mentors
decide
who
they
they
want.
I
guess
the
two
are
related.
B
C
Yeah
totally
it
I
think
what
we
were
talking
about
last
week
was
letting
the
men
mentees
kind
of
do
a
like
who
are
their
top
three
Tours
or
like
rank
them,
and
then
let
the
mentors
choose
from
from
like
that
list.
It
obviously
breaks
down
if
we
have
mentors
that
don't
get
chosen,
but
I
don't
know
that
what.
C
A
D
C
And
in
terms
of
the
numbers
and
specifically
which
emails
I
mean
I,
think
to
the
men,
I,
don't
know
how
many
will
go
to
the
mentees
I
think,
that's
something
that
we
should
outline
I,
think
one
of
them
is
gonna,
be
another
link
to
a
Google
forum
or
something
like
that.
That's
that's,
requesting
more
information.
We
do
have
to
come
up
with
what
those
additional
questions
are.
So
that'll,
be
things
like
what
is
your
availability
I
can
I
can
share
what
the
JSL
a1
is
like
it's
not
perfect,
but
it
does
work.
C
It's
kind
of
like
this
grid
of
check
boxes
of
what
you
know
weekly
available
availability
is
then,
of
course,
we'll
also
want
to
do
the
thing
where
all
right
here
are
the
available
mentors.
You
know
who
like
who
who's
most
interesting
to
you,
then
probably
some
text
boxes
which
are
effectively
like.
Why
and
that's
going
to
be
the
criteria
that
that
the
mentors
are
going
to
be
selecting
the
mentees.
C
A
A
A
So
we
have
the
name:
the
email
time
zone
start
date,
the
skill
level
in
nodes,
language,
preference,
English
or
any
other
language
initial
goals
commitment
how
much
time
they
are
committed
to
the
program
like
approximation
three
hours
per
week.
Things
like
that
and
a
checkbox
for
the
terms
and
code
of
conduct
put
a
link
to
the
code
of
conduct,
so
I
think
the
time
zone
is
not
relevant
anymore
because
they
will
be
choosing
their
mentors.
So
they
should
choose
mentors
with
the
relevant
time
zone
and
we
should
supply
the
time
zone
of
each
mentor.
A
C
So,
on
the
subject
of
timezone
I
mean
I,
think
timezone
is
way
too
coarse.
I
think
what
we're
gonna
want
is
the
mentees
to
commit
to
particular
I
can't
do
things
at
the
same
time,
but
I
will.
Let
me,
let
me
add,
the
the
JLA
one
where
the,
where
we
have
the
mentees
very
explicitly
commit
to
particular
times
of
the
day
like
so
it
would
be
something
along
the
lines
of
I
am
available
every
week
you
know
from
4
to
6
p.m.
UTC
on
Thursdays,
and
then
once
we
have
those
we
can.
C
We
can
get
that
like
from
the
mentors
to
see
all
right
mentors
like
when
do
you
actually
want
to
commit
to
doing
like
I?
Don't
want
the
mentors
to
really
have
to
think
about
scheduling,
so
it's
kind
of
like
art,
mentors
like
when
do
you
really
want
to
to
do
this
like?
When?
Are
you
actually
really
available
and
that'll
be
one
of
the
things
that
we
can
filter
pretty
quickly
on?
So
you
know,
if
we
know
you
know,
Ben
is
only
really
really
available
on
Saturdays
from
you
know,
1
p.m.
to
3
p.m.
Pacific
time.
C
A
C
Can
I
mean
I,
guess
I'd
be
curious.
What
what
other
people
think
there's
a
part
of
me
that
thinks
that
the
mentee
should
just
be
honest
rather
than
them
targeting
a
particular
mentor,
but
maybe
that's
unrealistic,
maybe
if
there
in
particular
mention
they
want,
then
they
they
would
be
capable
of
moving
things
around
to
match,
but
I,
don't
know
I
kind
of
there's
a
part
of
me
that
really
thinks
that
we
just
want
to
ask
the
mentees
like
hey.
E
E
E
A
D
A
A
E
A
So
I
was
thinking
in
the
mentees
form.
We
just
provide
the
list
of
mentors
and
ask
them
for
their
availability,
the
term
commitment
for
the
mentors
we
will
gather
their
scope
and
their
time
availability.
So
when
we
want
to
provide
them,
provide
the
mentors
the
list
of
mentees
that
have
applied
to
these
three
scopes.
We
filter
the
tie-back
people
who
don't
have
matching
time
commitment,
yeah.
G
B
We
should
I
mean
one
one
time.
We
can
obviously
use
you
because
we
can
use
those
on
calendly
things,
but
at
the
same
time,
maybe
we
should
just
say
like,
for
example,
somebody
and
Easter
and
just
be
like
hey.
Are
you
available
at
10:00
a.m.
Eastern,
1:00
p.m.
Eastern
or
3:00
p.m.
Eastern,
which
one
works
better
for
you
right?
Otherwise,
it's
like
wow
I'm,
available
anytime.
B
D
B
E
A
A
C
A
C
Yeah,
so
our
mentors
I
think
the
last
round
was
three
to
one.
We
had
three
mentees
per
mentor,
and
so
we
just
gave
the
full
list
of
mentees
to
the
mentors
and
let
them
reach
out.
We
did
a
little
bit
of
facilitating
you
know.
Kind
of
nudging
are
more
experienced
mentors
to
target
the
more
experienced
mentees,
but
you
know
ultimately
I.
Don't
I,
don't
think
that
was
necessary,
but
it
was
a
little
bit
of
a
you
know,
kind
of
a
Map
Reduce
thing
where
hey
mentors
here
are
the
available
mentees.
G
Do
think
we'll
need
to
do
some
level
of
doing
before
we
hand
off
to
the
mentors,
because
there
was
such
a
large
list
and
we
indicated
would
only
be
like
a
total
hours
of
you
know
a
commitment
on
their
end.
So
if
we
give
them
a
list
of
a
thousand
people
to
look
through,
that's
not
really
gonna
fit.
With
that
commitment,
we
told
them
well.
B
I
think
one
of
the
things
that
you
even
know
what
the
mentors
want
to
mentor
on
right,
like,
for
example,
like
we
I
mean
we
have
an
apprentice
program
and
the
first
thing
that
mentor
asks
is
okay.
What
who
are
these
people?
What
feels
just
right
and
then
what
do
they
was?
So
you
know
it
would
be
really
interesting
to
know
why
I'm
gonna
give
you
really
random
examples
right,
but
like
okay?
Well,
you
know
this
person
has
a
lot
of
experience
in
testing.
B
Like
you
know,
if
you're
gonna
pair
somebody,
let's
say
well,
you
know
with
Michael
Dawson
and
he's
doing
okay
totally
random,
but
like
if
Michael
Dawson
is
like.
Oh
I
really
want
to
mentor
somebody
on
module
stuff,
and
then
he
gets
somebody,
and
this
person,
like
only
is,
is
like
a
designer
right.
That's
a
very
bad.
G
So
kind
of
along
the
lines
of
what
she's
saying
it
might
be
good
for
us
to
talk
to
the
mentors
now
that
we
know
who
they
are
and
get
their
input
on,
what
kind
of
things
they
would
use
to
filter
out
the
list
and
then
make
sure
we
have
that
information
and
like
a
wall
and
a
viable
way
on
the
form
so
that
they
can
filter
it.
I
would.
B
C
I
think
that
was
really
what
I
was
worried
about
is
approaching
the
mentors
getting
them
to
be
specific
I
feel
like
puts
a
little
bit
more
weight
on
them,
whereas
giving
them
this
catalog
of
like
okay,
who
looks
interesting
to
you
kind
of
lets
them
do
that
that
selection
thing
but
I
agree.
We
do
have
way
too
many
mentees
to
just
give
them
the
whole
firehose.
G
B
G
You've
got
a
couple
of
fields
like
that
now.
The
only
problem
is
they're
completely
freeform
right
now,
so
it
ends
up
with
us
having
to
read
through
over
a
thousand.
You
know
paragraphs
about
people
so
which
is
still
good
I
want
that
information
there,
but
I
think
we
also
need
some
checkbox
type
stuff
that
we
can
filter
more
easily
without
having
to
read
through
them
all
I.
A
Also,
we
can
add
fields
related
like
how
good
are
you
with
this
certain
scope
that
you're
applying
for
so
when
we,
when
we're
gonna,
provide
the
list
of
like
the
mentees
form,
we're
gonna
provide
the
list
of
mentors.
So
we
already
know
what
scopes
we're
gonna
be
mentoring
in
this
cohort,
so
we
can
tailor
the
questions
based
on
the
mentors
that
we
currently
have.
So
let's
say
we
have
someone
in
Diagnostics.
We
can
ask.
How
well
do
you
know
Diagnostics
like
not
at
all
or
I
I've
done
Diagnostics,
and
not
just
before
something
like
that.
A
Okay,
so
the
next
step
is
to,
as
Tracy
said,
we
can.
We
need
to
collect
bales
and
I'll,
be
sending
the
emails
to
the
mentors
I'll.
Ask
them
to
join
us
in
the
next
meeting
and
I'll.
Ask
them
to
provide
I'll,
ask
them
to
join
and
I'll
say
like
what
we're
gonna
discuss
in
the
next
meeting,
which
is
basically
what
they
what
they
want
to
ask
mentors
to
help
them
choose.