The Unit: Building Data Science Teams the Special Operations Way
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The Unit: Building Data Science Teams the Special Operations Way
- 1. The Unit Building Data Science Teams the Special Operations Way Amy Gaskins MetLife @StrategicNinja @ML_TechandOps
- 4. Who are the team’s core members?
- 5. Weapons Specialists: Understand technologies & code
- 6. Engineers: Problem solvers & math gurus
- 7. Radio Operators: Translators who “speak business”
- 8. Medics: Resource getters & barrier breakers
- 9. Leaders: , background is irrelevant
- 10. Selecting for skill is easy. Each person must be REALLY GOOD at ONE DIFFERENT thing
- 12. Selecting for fit is harder.
- 13. Interview as a team.
- 14. Interview as a team. One no means NO.
- 15. Interview as a team. One no means NO. Maybe means NO.
- 16. Weed out the lone wolves.
- 17. Also weed out the hesitant.
- 19. Versatility matters. No one says, “That’s not my job.”
- 23. Can your medic become a veterinarian? Can your engineer become a farrier?
- 24. Will every team member live for the challenge?
- 25. Photo Credits • All photos by U.S. Army John F. Kennedy Special Warfare Center and School (CC BY-ND)
Notes de l'éditeur
- Everyone seems to want fully-loaded data scientists, but they’re nearly impossible to find and will be way too expensive Salaries over $300K and you don’t know if they’ll be a good fit for the organization
- Start with simple What are your absolute needs? What is the minimum it will take to get over some hurdle? All special operators start as regular soldiers
- Who are the team’s core members? Multifunctional teams There are typically five specialties to look for…
- Weapons specialists: those who understand the underlying technologies, infrastructure, and code
- Engineers: your problem solvers and math gurus
- Communications: someone who “speaks business” and can translate between team and client
- Medics: People who can get resources quickly and push through organizational barriers (PM/BSA)
- Leader: MUST HAVE, background doesn’t matter
- Selecting for skill is easy Each person must be REALLY GOOD at one thing (one different thing)
- They can help the team cross-train and learn their specialty Also helps make them interchangeable when they leave (promotion, another team, or external)
- So how do we select for fit? Make sure the team is clear about what it’s looking for in new members
- Team interviewing and assessment Set aside time for the whole team to interview candidates together As Daniel Tunkelang says, “One no definitely means no and a weak yes still means no.”
- Team interviewing and assessment Set aside time for the whole team to interview candidates together As Daniel Tunkelang says, “One no definitely means no and a weak yes still means no.”
- Team interviewing and assessment Set aside time for the whole team to interview candidates together As Daniel Tunkelang says, “One no definitely means no and a weak yes still means no.”
- Weeding out: lone wolves
- Weeding out: the hesitant Give them a hypothetical ethical challenge to see if they’ll speak up
- Ensure the people you’re interviewing have a attitude toward versatility “That’s not my job” isn’t in their lexicon
- Ensure the people you’re interviewing have a attitude toward versatility “That’s not my job” isn’t in their lexicon
- Because this basic challenge of putting a cart together without a few parts…
- Eventually turns into this challenge Lots of surprises along the way, like packing a mule
- And all of your team members having to learn how to ride horses
- And your medic needing to become a vet And your engineer needing to become a farrier
- Questions