Streamlined Recruiting Plan: Difference between revisions

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#Product Managers (4), one of whom transitions to Product Director
#Product Managers (4), one of whom transitions to Product Director
#Factor e Farm Documenter
#Factor e Farm Documenter


The above is the base managing team. We currently have an off-site Director of Development. The above does not include additional product developers, volunteers, or apprentices - which are expected to bring the entire population of FeF up to 20 in the 2012 season.
The above is the base managing team. We currently have an off-site Director of Development. The above does not include additional product developers, volunteers, or apprentices - which are expected to bring the entire population of FeF up to 20 in the 2012 season.
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Accommodations and utilities are provided to all participants.
Accommodations and utilities are provided to all participants.


=Application Process for Product Managers and Production Director=
=Application Process for Product Managers, Production Director, Farm Director, and Construction Director=


The basic agreement involves:
'''The basic agreement involves:'''


*On site living at [[FeF]] + $2k/month stipend + full time commitment (no outside jobs or telecommuting unless specifically negotiated)
*On site living at [[FeF]] + $2k/month stipend + full time commitment (no outside jobs or telecommuting unless specifically negotiated)
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*3 month minimum commitment, extendable indefinitely
*3 month minimum commitment, extendable indefinitely


To apply:
'''To apply:'''
*View the [http://www.ted.com/talks/lang/en/marcin_jakubowski.html GVCS TED Talk]
*View the [http://www.ted.com/talks/lang/en/marcin_jakubowski.html GVCS TED Talk]
*Read the [http://blog.opensourceecology.org/2012/04/extreme-manufacturing/ Extreme Manufacturing Blog Post]. Note: this platform is undergoing rapid evolution. Study this platform and latest [[Prototype]].
*Read the [http://blog.opensourceecology.org/2012/04/extreme-manufacturing/ Extreme Manufacturing Blog Post]. Note: this platform is undergoing rapid evolution. Study this platform and latest [[Prototype]].
*Create a 2 minute video introduction regarding your interest in applying. This is a video-of-interest (VOI) and it must include: (1), name and country where you are located; (2), relevant skill set and how you can use it to move OSE work forward; (3) what you think will be the greatest challenge in your work; (4), and how you will address that challenge.  
*Create a 2 minute video introduction regarding your interest in applying. This is a video-of-interest (VOI) and it must include: (1), name and country where you are located; (2), relevant skill set and how you can use it to move OSE work forward; (3) what you think will be the greatest challenge in your work; (4), and how you will address that challenge.  
*Upload your video to a video sharing site such as your YouTube channel or any other publicly-visible solution. Make sure that the video is open for viewing by the general public.
*Upload your video to a video sharing site such as your YouTube channel or any other publicly-visible solution. Make sure that the video is open for viewing by the general public.
*Go to the [[Product Application]]. This application will ask you for a link to your uploaded video, so make sure that you have uploaded your video prior to filling out an application.
*Upload your resume to a publicly downloadable file sharing site, as you will be asked for a link in your Product Application.
*Upon receiving your VOI, we will review it. The VOI is an initial screening of candidates, after which we will set up your initial 15 minute interview. A second, 30 minute interview with the Founder follows the first interview. If you pass this stage, you will be invited to further negotiation, culminating in a collaboratively-written contract agreement.
*Go to the [[Product Application]]. This application will ask you for a link to your uploaded video and resume, so make sure that you have done the last 2 steps prior to filling out an application.
*Upon receiving your VOI, we will review it. The VOI is an initial screening of candidates, after which we will set up your initial 15 minute interview. A second, 30 minute interview with the Founder follows the first interview. If you pass this stage, you will be invited to further negotiation, culminating in a collaboratively-written contract agreement.''


Nota bene:'' Please keep in mind that everything is just talk and negotiation only - until a copy of your contract is printed and signed by both parties. The whole recruiting process up to the signing of a contractshould take a total of about 4-8 hours of direct communications between OSE and the applicant, over a general period of 2-4 weeks. This time will depend on a case-by-case basis, and may be significantly different than 2-4 weeks.


=DONE TO HERE=
=Desirable Qualities=
 
These are the qualities that we seek in our applicants:
=Application Process for Directors: Farm, Construction, and Production=
 
=For Extreme Recruiters - Interview Process for Product Director and Managers (Scrum Masters)=
 
The goal of Recruiters is to contact candidates according to the same procedure as in the application section above. This process will be carried out for extreme transparency to the rest of the community. To achieve this, the interview will be a video interview via Skype or other video platform, where a screen capture with sound will record the interview for further review. Recruiters may be part of the OSE core team (ongoing contributors) or may be other project contributors from the periphery.
 
The work product consists of the actual interview - where the Recruiter asks the candidate for the following information.
 
Technical Interview:
 
*Prepare the candidate beforehand as in the above section. Also prepare the candidate to provide an assessment of the current state of OSE - feedback about where we are as an organization, what we should do, what our priorities should be.
 
*Name and contact of person + resume + picture + video of screen capture of your interview. This step serves as an assessment of the candidate's willingness to work openly.
*The main part of the interview is a discussion about tactical aspects of the platform and how they would go about implementing in for real development.
**How familiar are they with our work and how much time did they spend on studying the interface?
**What do they like about the technique?
**What suggestions do they have for improvement?
**Which of those improvements is the candidate capable of leading?
**On top of this, assess the candidate's feedback regarding the current state suggested direction for OSE. This gives us constructive feedback and assesses the candidate's capacity for critical thinking matched and how well they are grounded regarding our work.
 
Other Due Diligence:


*Does the candidate agree to OSE owning all intellectual property generated as a result of the candidate's work for the purpose of placing all IP into the public domain?
*Open Culture + Personal Rapport
*Why should we choose them to serve as a Scrum Master or Project Owner for OSE?
*Disruptive Distributive Enterprise Interest
*What is their level of interest in the project? Are they interested in using the GCCS tools? Are they interested in 3rd world development? What is their 'skin in the game'  factor?
*Entrepreneurial Spirit - track record of enterprise savvy + intrinsic motivation + long work hours
*Are they willing to do this for full time at Factor e Farm at $2k/month stipend for 3 months with accommodations covered? If not, what are their requirements (can be lower or higher).
*Thought Leadership - cultural creator of internet-scale phenomena
*When are they available?
*Connectedness - access to leaders in multidisciplinary areas
*Since much of the task requires resourcefulness in finding people to do perform various steps - and to leverage the contributions of volunteers -  how savvy is the candidate they in creative solutions for such organizing?
*Brings in a net of resources on an ongoing basis - for accelerating the development of OSE
*How comfortable are they about vlogging of results? How did they feel about doing their application video?
*How experienced are they in project management? Scrum? Microsoft Project? OpenProj? Others?
*Ask candidate to describe the last 5 years of their life. Assess their personability, ability to play as a team, strengths, weaknesses, respectfulness, level of maturity, groundedness, capacity to deliver?
 
*The candidates are also encouraged to apply for another form of Dedicated Project Visit if they do not make the cut as a Scrum Master or Product Owner.
 
As a recruiter, you are to publish this information on the wiki under a page titled ''XM Recruiting - Candidate's Name''. Once this page is up, please submit the information to recruiting at opensourceecology dot org, and the candidate will be interviewed by our Interview Team.
 
You will obtain more effective recruiting results as the Recruiter when you have a good working knowledge of either the XM method or product development. Knowledge of the technique is not necessary but it is helpful.
 
=Technical=
Free & Tested Screencapturing Software:  http://download.cnet.com/Pixetell/3000-2075_4-10974369.html
 
There is a 'Recruiting' playlist now on our YouTube channel:
http://www.youtube.com/playlist?list=PL15BEBF1561A49596&feature=plcp
 
The recruiting playlist is embedded on the Recruiting Team Page:
http://opensourceecology.org/wiki/Teams/XM_Project_Page_Prototype_Recruiting
 
=Desirable Qualities=
*Open source culture?
*Does he have maker culture?
*Skin in the game? Build tools vs use tools. Summer Vacation. Etc.
*Volunteer or paid?
*Could they live on site?
*Do they have project management experience?
*Agile experience?
*Design?
*CAD?
*Video or NLE?
*Journalism?
*Organizing-literate and can use the phone?


=Links to Interviews=
=Links to Interviews=
==Introduction Video==
See Recruiting playlist on YouTube: http://www.youtube.com/playlist?list=PL15BEBF1561A49596&feature=view_all


==Interview==
*Free & Tested Screen-capturing Software:  [http://download.cnet.com/Pixetell/3000-2075_4-10974369.html]
*See Recruiting playlist on YouTube: http://www.youtube.com/playlist?list=PL15BEBF1561A49596&feature=view_all


[[Category:XM]]
[[Category:XM]]
[[Category:Extreme Recruiting]]
[[Category:Extreme Recruiting]]
[[Category:Recruiting]]
[[Category:Recruiting]]

Latest revision as of 15:57, 25 May 2012

Refactored XM_Extreme_Recruiting

Overview

We are recruiting a permanent team of 12 people on-site at Factor e Farm by year-end 2012.


Team.png

The base team of 10 is:

  1. Founding Director
  2. Executive Assistant
  3. Farm Director
  4. Production Director
  5. Construction Director
  6. Product Managers (4), one of whom transitions to Product Director
  7. Factor e Farm Documenter

The above is the base managing team. We currently have an off-site Director of Development. The above does not include additional product developers, volunteers, or apprentices - which are expected to bring the entire population of FeF up to 20 in the 2012 season.

We are currently pursuing a focus on Distributive Enterprise development as a means to attain economic sustainability via bootstrap production.

Accommodations and utilities are provided to all participants.

Application Process for Product Managers, Production Director, Farm Director, and Construction Director

The basic agreement involves:

  • On site living at FeF + $2k/month stipend + full time commitment (no outside jobs or telecommuting unless specifically negotiated)
  • Daily Scrum Session from noon to 6 at the FeF workshop, with Daily Standup at noon.
  • Daily vlogging requirement for updates, 5 days per week
  • Maintaining a Product Page, updating the Control Panel work product daily - for your specific GVCS Product Management or Production Director effort, such as this Prototype
  • Semi-monthly blog posting on the Factor e Farm Blog according to FeF Blogging Standards
  • 3 month minimum commitment, extendable indefinitely

To apply:

  • View the GVCS TED Talk
  • Read the Extreme Manufacturing Blog Post. Note: this platform is undergoing rapid evolution. Study this platform and latest Prototype.
  • Create a 2 minute video introduction regarding your interest in applying. This is a video-of-interest (VOI) and it must include: (1), name and country where you are located; (2), relevant skill set and how you can use it to move OSE work forward; (3) what you think will be the greatest challenge in your work; (4), and how you will address that challenge.
  • Upload your video to a video sharing site such as your YouTube channel or any other publicly-visible solution. Make sure that the video is open for viewing by the general public.
  • Upload your resume to a publicly downloadable file sharing site, as you will be asked for a link in your Product Application.
  • Go to the Product Application. This application will ask you for a link to your uploaded video and resume, so make sure that you have done the last 2 steps prior to filling out an application.
  • Upon receiving your VOI, we will review it. The VOI is an initial screening of candidates, after which we will set up your initial 15 minute interview. A second, 30 minute interview with the Founder follows the first interview. If you pass this stage, you will be invited to further negotiation, culminating in a collaboratively-written contract agreement.

Nota bene: Please keep in mind that everything is just talk and negotiation only - until a copy of your contract is printed and signed by both parties. The whole recruiting process up to the signing of a contractshould take a total of about 4-8 hours of direct communications between OSE and the applicant, over a general period of 2-4 weeks. This time will depend on a case-by-case basis, and may be significantly different than 2-4 weeks.

Desirable Qualities

These are the qualities that we seek in our applicants:

  • Open Culture + Personal Rapport
  • Disruptive Distributive Enterprise Interest
  • Entrepreneurial Spirit - track record of enterprise savvy + intrinsic motivation + long work hours
  • Thought Leadership - cultural creator of internet-scale phenomena
  • Connectedness - access to leaders in multidisciplinary areas
  • Brings in a net of resources on an ongoing basis - for accelerating the development of OSE

Links to Interviews

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