Dave Fredricks speaking on how to build a DevOps team at the Boston DevOps meetup on July 15th.

1. PERSPECTIVES
ON DEVOPS:
“Building an All Star Team”

2. • Account Executive: Longford & Company
• Experience:
– Over 15 years in Operations Management.
– Four years in Technical Recruiting:
Longford & Company, AVID Technical Resources
– Restaurant & Hospitality Industry
– Managing Partner UNO Restaurants.
– Three years Operations Consulting: Bridge Service Solutions.
• Owner: Pilates Back Bay LLC- www.pilatesbb.com
INTRODUCTION: DAVID FREDRICKS

3. WHO IS HIRING FOR DEVOPS ROLE?
HOW IS THAT GOING?
HOW IS YOUR HR DEPT DOING?
DO YOU USE AGENCIES?
HOW ARE THEY DOING?
WHAT ARE YOU GOING TO DO?

4. CHALLENGES IN HIRING?
• People
• Planning
• Process
• Performance
• Pain

5. HOW COMPANIES ARE LABELING
“DEVOPS”
Stay Specific with Expectations:
Specific Roles
• Architect -Solutions
• Automation Engineer
• Tooling Engineer
• Software Engineer
• Release or Build Engineer
• Systems Engineer
• Manager or Senior Manager
• Director
• Other
Stay away from Below:
DevOps Roles
• DevOps Architect
• DevOps Engineer
• DevOps Engineer
• DevOps SME
• DevOps Cloud guy
http://puppetlabs.com/presentations/keynote-stop-hiring-devops-experts-and-start-growing-them

6. PLANNING:
What is the end goal?
Why are you choosing this path?
Who will be involved and to what
capacity?
What is your time line?
How are you measuring success?
Where are you currently (starting
point)?

7. LET’S TALK ABOUT HIRING:
How to work with
Agencies as a Hiring
Manager:
• Interview your agency partner
• Create very specific goals.
• Be accountable.
• Be available.
• Follow through with actions.
• Never go dark. Partners know
where and what the other is doing.
• Oz Principles – always stay above
the line.

8. Best Practices for when working with your Trusted Agency
Partner:
1. Prepare a performance-based job description clarifying the major performance
objectives of the job.
2. Be fully engaged, flexible and available to your Agency contact and candidates.
3. Benchmark the performance of your best people now doing the job you’re trying
to fill.
4. Convert every competency, skill, behavior, and experience requirement into a
performance objective by asking, “How is this requirement used on the job”?
5. Value potential over experience.
6. Describe your vision of the job and the impact on the company.
7. Take personal responsibility for recruiting the candidate.

9. WHY RECRUITERS, WHY?:
• Do Recruiters have ADD?
• Why are Recruiters pinging me for positions that
are not even close to what I do?
• Who are managing Recruiters?
• Recruiters are harassing me when I am in a job, yet
disappear when I’m actually looking. Why?
• Why should I trust recruiters?

10. RECRUITERS : NATURE NOT NURTURE

11. TRUST IS EVERYTHING:

12. WHY YOU SHOULD BE ACTIVELY PARTNERING WITH
TRUSTED AGENCY PARTNERS : EVEN WHEN YOU ARE
COMPLETELY HAPPY

13. RESOURCES FOR HIRING MANAGERS:
Bryan Healey – Director of Development: NameMedia
Great Video on Hiring in today’s competitive market.
• http://www.healeyengineering.com
• https://www.youtube.com/watch?v=hL5lgDYIOZE#t=10
Elaine Wherry – Best Recruiters Follow up.
• http://www.ewherry.com/2012/08/the-best-recruiters-followup/
Dave Zwieback – “DevOps Hiring” O’Reilly Media