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Apprenticeship Panel by Mind Map: Apprenticeship Panel
0.0 stars - reviews range from 0 to 5

Apprenticeship Panel

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People

Ken

Has lots of experience because he's messed up more than anyone else up there

Atomic Object

AO is mostly built from interns/apprentices

Bob Martin

Micah Martin

EightLight

built into the culture

Dave Hoover

Snuck into industry ~10 years ago

Bar was so low anyone could get in

Groupon

Matt Yoho

Family was half teachers half engineers

New node

What do you look for in an apprentice?

Passion and drive

Couldn't stop them if you tried

Ability to learn on their own

Previous work (github, etc)

They excrete code

code exercise

Put on asshole hat and rip it apart

Look for their response. Some hate me forever.

The ones I hire are like "that's a good piont... but this is why I did this"

They satisfy themselves.

Can they take a 9-5 job seriously?

Do they show respect for their coworkers and customers?

Call their previous employers

What is the worst mistake you've made as a mentor or in your program?

Too many apprentices per mentor

putting them on client projects, removing their freedom to fail

Putting them in a corner alone and having them report back

Assuming that they did not require mentorship or supervision

To assume other good developers can be good mentors

When do you know if an apprentice is "done"?

You just kind of feel that this person is ready for the next thing

We put them on client projects, but never alone and never without making sure their customers understand and are enthusiastic about the situation. Sometimes our customers will comment back saying how great they like person X

I still consider myself an apprentice because there is always more to learn. We consider it "you are now capble of working effectively on ac lient project." this doesn't end the apprenticeship.

There is a difference between finishing an apprenticeship program and finishing your apprenticeship

obtiva decides every couple months whether you "keep going, you're done and out, or you're done and hired"

By the end of x time, are you someone we would hire full time?

How much of mentoring is wearing the A-hole hat?

It's not about being an A-hole, it's about being a good role model

100% ;)

I tend to err on the side of coddling. The 2 month milestones are a-hole cap time. It lets me put a more critical eye on them than I normally would

How do you convince non techy owners that apprenticeship is valuable

It was easy. We demonstrated a series of successful apprentices at groupon. "Do you want more of these people?"

The best success I've ever had is the product of the apprenticeship

How do you convince anyone to do anything? You don't convince people to do a thing. There is no convincing. You just do it.

apprentices are cheap.

Add value but don't add much/any cost

We're taking the risk, not our customer

Blended rate becomes cheaper

Every project has gruntwork. it's great to have grunts to do it

Apprentices aren't cheap

They're cheap like being a parent is cheap. It's a lot of investment. If you're ken they pay you to be an apprentice.

to the customer, the cost is low the risk is low

to the mentoring company, it is high

Developers are assets, so more develpers == more assets

It ca be very expensive to do it wrong. You have to find a business model that lets it work. It won't be a profit center, but it cannot cost more than you're willing to invest.

New node

3 types of apprenticeship

Master/Padawan

I think it will be wot working with this person

8th light is master/padawan

Petri Dish

Mentor group absorbs apprentice

Went from petri dish to hybrid. Have a mentor assigned to each apprentice.

Mentor guides them and meets with them every week.

A single mentor can be a point of failure. If you're across contruny on a lient sidte that is not a success

Tie an apprentice to a team so you can share responsibilities

Fight cluib

Shay Arnett Stye

A project based apprentice. You have 1 project and several apprentices

It depends o how our stuff changes.

What ratio of time do you let apprentices pair with apprentices, work alone, work with experienced devs, etc.

We have a tiny apprentice to senior ratio. This mitigates the opportunity. THey either pair on a project or work on their independent

Sometimes we'll have people who are further along we'll match them up

We don't think two people who don't know anything working together is a good idea.