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From YouTube: Town Hall #52 - March 2, 2020
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A
Okay,
hi
everyone:
let's
get
started
happy
Monday
and
welcome
to
this
52nd
Town
Hall
Fresa.
We
have
updates
from
people
opps,
so
our
people,
ops,
update.
We
have
a
new
hire
joining
us
or
a
new
contributor
joining
us
today.
Her
name
is
Tina
and
she
is
our
new
technical
writer
on
the
NIMH
team.
So
everyone
please
make
sure
that
you
give
a
warm
welcome
to
Tina
up
next.
We
have
an
update
on
hiring
and
this
will
be
given
to
but
from
Shiraz.
However,
I
think
Shiraz
just
needs,
maybe
one
minute
to
herido.
A
A
B
Okay,
good
stuff,
sorry,
yeah,
so
hello,
everyone!
This
is
my
first
Town
Hall
as
being
like
another
presenting
one
I've
been
the
observer,
so
just
bear
with
me.
If
I
go
with
the
pupae
starters
are
presenting,
like
the
hiring
steps
at
stages,
thought
it'd
be
beneficial
for
all
the
external
parties,
external
contributors
as
well
as
internal
contributors
to
you,
know
understand
you
know
what
the
steps
are
next
slide,
please,
okay,
so
with
this
one
like
I,
just
need
to,
you
know
clarify
the
purpose
as
to
what
we
are
covering
in
this
presentation.
B
So
it's
just
to
explain
the
hiring
steps
for
hoping
vacancies
and
understand
the
process
flow,
ensure
that
this
process
flow
is
uniform
across
all
teams.
Ensuring
transparency
is
that's
what
we've
been.
You
know
working
very
hard
on
to
provide
individual
feedback.
You
know
replying
to
emails
that
we
get
on
the
talent,
email
and
all
these
speculative.
You
know
CDs
submitted
to
us
and
also
increase
engagement,
so
our
obviously
focuses
to
get
more
and
more
suitable
contributors
attract
towards
our
career
site
and
expressed
interest
in
status.
B
It's
like
alright,
so
we're
covering
the
hiring
steps
and
defining
how
we're
defining
hiring
steps
in
the
job
specification.
After
that,
the
hiring
process,
we
also
have
a
hiring
channel
on
this
court
and
how
does
the
expected
series
come
in
and
feedback,
so
our
internal
discord?
There
was
some
question
week
before
last
week
that
what
is
the
purpose
of
the
hiring
channel
so
we'll
just
quickly
cover
that
as
well.
In
this
one.
B
Okay,
so
in
in
terms
of
the
hiring
steps
and
the
job
specification,
apologies
I
should
have
changed
that
a
lead
contributor
is
basically
a
team
lead,
and
so
the
team
leads
basically
identify
the
need
or
the
skills
gap
in
the
team.
And
after
that
you
know,
our
job
specification
is
prepared
with
the
help
of
the
people
operations
team,
and
then
this
vacancy
gets
approved
by
Carl
and
Jared,
and
an
interview
process
agreed
with
the
lead
contributors.
Once
again,
you
know
the
team
leads
or
the
hiring
contacts
based
on
the
role.
B
So
if
it's
a
Tec
role,
then
you
know,
we
would
know
that
how
many
interviews
and
how
many,
how
many
hiring
contacts
are
included
in
it
and
if
there
is
a
non
tech
role
and
there
are
less
hiring
contacts
and,
of
course,
in
that
case
it
less
interviews
and
then
there'll
be
a
final
stage
interview.
So
after
that
process
flow
is
agreed
with
the
hiring
contacts
and
the
team
leads,
then
we
start
following
the
hiring
process
afterwards,
next
time.
B
B
There
is
angel
list,
there
is
indeed-
and
there
are
a
bunch
of
other-
you
know
social
media
avenues
to
which
our
applicant
tracking
system
push
pushes
the
advertisement
out
to
so
we
use
a
number
of
mediums
like
sector
specific
mediums
to
advertise
our
vacancies,
and
then
there
is
an
initial
applicant
assessment
of
relevant
skills
and
experience
for
that
advertised
position.
So
that
is
done
at
the
recruiter
stage,
which
is,
for
example,
myself
and
any
other
member
of
the
team.
Who
is
the
responsible
individual
for
that
vacancies?
B
Additional
screening
and
once
that
screening
is
done
or
initial
assessment
is
done,
then
we
take
the
subsequent
next
steps
to
either
recommend
that
profile
to
the
hiring
manager
or
if
we
can't
recommend
that
to
the
hiring
manager,
then
we
get
back
to
the
candidate.
But
what
you
also
do
is
that
we
search
for
applicants
or
candidates
online
who
are
not
necessarily
applying
to
status
or
they
don't
know
about
status,
so
we
basically
proactively
reach
them
and
send
them
an
introductory
message
either
through
LinkedIn
or
if
there
is
a.
B
B
The
team
leads
and
hiring
contacts,
and
based
on
that,
we
conduct
the
initial
screening
of
the
candidates
and
then
afterwards,
what
we
do
is
we
arrange
interviews
with
the
team
leads
as
I
like
you
know
at
least
currently
contributor
over
there.
It's
a
team
lead
and
provide
feedback
to
the
candidate.
If
the
candidate
is
found,
unsuitable
looks
like
know
about
the
feedback.
Basically,
so
individual
feedback,
as
you
all
can
appreciate,
is
not
always
possible
on
all
applications.
B
We
will
definitely
provide
the
specific
feedback
after
that
stage
and
what
we
aim
to
do
now,
Stargate
that
you
know
we
would
provide
feedback
in
48
hours
after
initial
screening.
So
if
I
have
conducted
an
initial
screening
with
a
suitable
applicant,
then
I
will
definitely
get
back
to
that
applicant
or
that
candidate
within
48
hours
and
explain
that
what
will
be
the
next
steps?
Is
there
going
to
be
one
interview,
two
interviews
depending
on
you
know
the
hiring
team
and
how
many
hiring
contacts
are
there
it
for
that
particular
position?
B
I
will
provide
the
details
about
the
next
steps
or
you
know
I
give
that
person.
You
know
the
reason
for
unsuitability
if
at
the
screening
stage,
the
person
was
found
unsuitable.
Similarly,
if
at
the
interview
stage,
if
the
person
was
found
unsuitable
after
being
interviewed
by
the
hiring
contact
or
the
team
lead,
then
people
ops
will
still
gather
that
feedback
from
the
relevant
hiring
contact
or
the
team
lead
and
provide
that
feedback
after
that
interview
in
48
hours.
So
it's
each
step
and
then
48
hours
feedback
to
follow
after
that.
B
B
A
C
Good
morning,
everyone
didn't
move
over
next
flight
yeah.
So
a
couple
of
things
to
talk
about
today,
first
and
foremost,
v1
we're
really
really
proud
of
the
team.
The
work
that
the
team
did
the
soft
launch.
The
second
soft
launch
was
a
huge
success.
The
first
one
was
a
total
disaster.
More
on
that
later,
we've
had
a
great
app
store
feedback.
Most
of
the
reviews.
Most
of
the
reviews,
you
know
indicate
that
people
are
really
happy
with
the
app
and
and
the
ones
that
are
not
aren't
about
any
critical
or
core
things.
C
C
Most
of
the
idea
was
to
get
the
app
out
there
getting
in
the
hands
of
people,
try
to
make
sure
that
they
are
knowable,
no
sharp
corners
or
anything
so
I
think
you've
achieved
that
and
we've
seen
a
little
we've
seen
about
an
average
of
like
40
pairs
with
peaks
of
about
a
hundred
there's
there's
a
hotfix
out.
This
is
a
really
really
important
download
we've
released
it
a
few
days
ago.
Already,
if
you
haven't
had,
if
you
haven't
downloaded
the
update,
please
do
the
patch
is
a
really
important
security
hole.
C
We
will
post
a
blog
post
about
what
it
is
and
how
we
found
it.
It's
gonna
be
a
really
really
cool,
read,
especially
if
you're
into
this
at
these
sorts
of
engineering
details
as
for
what's
next
Waku
we're
full
here
into
walk
this
week
is
dedicated
to
low
testing
before
public
release,
we're
kind
of
trying
to
explore
what
the
limits
of
the
protocol
and
what
the
mail
service
can
handle.
C
In
parallel,
we're
preparing
to
ship
importing
accounts
into
wallet
with
a
seed
phrase
or
private
key,
which
is
a
hugely
hugely
a
requested
feature
marking,
has
read
in
chat
menu
and
other
little
nags
and
bug
fixes
on
a
future
track
and
in
progress.
We're
working
on
we're
gonna
be
working
on
an
RFC
for
a
status
started
back.
C
We
we're
trying
to
offer
tokens
a
little
bit
of
a
little
bit
of
eath
and
some
stickers
as
like
an
onboarding
package
that
will
be
available
as
a
as
an
in-app
purchase,
both
for
iOS
and
Google,
also
for
future
for
future
things
that
we
want
to
want
to
get
going.
We
want
to
fix
a
group
chat.
This
was
a
big
thing
that
was
missing
on
v1,
but
people
have
been
asking
for
and
finally,
last
but
not
least,
key
card
integration.
A
A
Who
is
not
online,
so
I
am
actually
just
going
to
share
his
slide
and
then
I'll
ping
him
and
see
if
he
will
want
to
present
so
we'll
come
right
back
to
it.
D
Thank
You
Johnny
next
slide.
Please
super
quick
update,
as
Andre
mentioned.
We
had
the
soft
launch
couple
weeks
ago,
so
I
just
wanted.
To
recap
some
of
the
metrics
we're
looking
at
so
in
January.
This
is
just
status.
That
I
am
cite.
Data
from
fatum
and
unique
visitors
has
over
doubled,
not
surprising.
D
So
Mastan
shout
out
to
the
to
the
writer
of
this
I,
don't
know
how
to
pronounce
his
Twitter
handle,
but
I'll
put
it
out
on
social.
That's
really
cool
to
see.
Fourth
was
an
article
written
by
Robin
once
again
to
our
very
technical
audience.
This
was
webassembly
and
he
wasn't
written
as
cover
like
a
generic
article
for
the
embark
team
and
then
a
quarterly
report.
And
then
it
was
interesting
to
see
that
our
principals
blog
post
is
still
one
of
the
best
or
most
highly
engaged
articles
on
our
dot
status.
D
D
So
it's
interesting
to
take
a
look
back
and
see
what's
performing
next
slide
and
then
so
there's
two
campaigns
going
on
right
now,
as
once
again
as
Andre
I
mentioned,
this
is
all
owned
to
the
content
right
now,
waiting
into
locking
for
a
larger
marketing
push,
so
everything
is
going
to
be
on
our
channels.
We've
got
a
sticker
marketing
competition
in
partnership
with
pic
ptosis,
TNS,
open
sea
and
meme
factory.
Some
really
interesting
sticker
packs
have
come
through,
and
point
of
this
is
to
engage.
D
You
know
at
the
more
nfe,
an
art
community
and
also
you
know,
populate
the
sticker
market
and
we've
seen
some
cool
stuff
so
far,
and
then
seconds
is
once
again
a
mobile
on
defy
campaign
showcasing
the
different
defy
products.
You
can
use
inside
and
kind
of
just
tapping
into
a
trend
in
my
industry
right
now
so
cool
to
see
and
keep
a
look,
keep
a
lookout
for
the
rest
of
the
content
in
these
campaigns.
That's
it
Thanks.
Oh.
E
Hi
everyone-
this
is
gonna,
be
super
quick.
Can
you
jump
to
the
next
slide?
Please
yeah
I
just
want
to
keep
you
updated
with
what's
going
on
with
key
Carl
and
what
the
next
steps
are.
So,
as
you
know,
key
con
was
not
launched
with
the
status
v1.
We
need
two
things
to
launch
key
card.
We
need
a
new
production
batch
of
key
cars
with
the
latest
generation
of
cards.
That's
solving
the
tearing
issue
that
we
had
and
we
need
to
fix
a
couple
of
blockers
in
the
status
integration.
E
So
the
this
batch
of
new
cards
we've
secured
it.
It's
gonna,
be
1,000
cards
and
we're
gonna
get
it
by
at
the
end
of
March.
So
these
are
g
cup
4
cards
from
annex
b
and
we
add
a
stock
of
8,000
cards
from
the
former
generation
and
it's
going
to
be
replaced
for
free
by
these
three
generations.
So
that's
progressing
well
and
that's
secured
core
team
is
working
on
the
Status
integration
fixing
blockers
and
a
couple
of
high
priority
items
thanks,
especially
to
Roman
yoke.
E
E
Andreea
and
meekley
have
worked
very
hard
on
that,
so
the
demo
is
ready.
It's
deployed
we're
going
to
have
a
discussion
tomorrow
to
see
how
to
share
that
with
you
guys
so
that
you
can
see
what
it
does
and
try
it
yourselves
to
put
that
in
a
you
know:
well
use
more
user-friendly
shape
and
and
that's
what
I
wanted
to
say
for
today.
E
A
Thanks
Gil
we'd,
so
that
actually
ends
our
Town
Hall.
Today,
yakov
is
actually
unable
to
join
us,
so
I
will
leave
it
for
any
questions
and
I'll
stop
the
stream.