diff --git a/handbook/company/leadership.md b/handbook/company/leadership.md index 6dea6ca80a..18348d4020 100644 --- a/handbook/company/leadership.md +++ b/handbook/company/leadership.md @@ -7,6 +7,7 @@ This page covers the things managers and other leaders at Fleet need to know abo ## CEO flaws + [Openness](https://fleetdm.com/handbook/company#values) is important, and so I want to live that by sharing the flaws I know I have. I’m fully responsible for improving the things below, listing them is no excuse. These flaws are listed here publicly for two reasons. The first is so that people know it is _not just them_, but actually _my fault_. The second is so I can improve and be held accountable. @@ -34,11 +35,14 @@ These flaws are listed here publicly for two reasons. The first is so that peopl > If you notice one of these flaws, and especially if you deliver feedback about it and don't feel heard, or you feel hurt, or you feel like I didn't "get it", please send me a link to this section of the handbook, or just interrupt me and give me [feedback in the moment](https://fleetdm.com/handbook/company/communications#performance-feedback). I will be extremely grateful, and value your bravery in pursuit of what's in the best interest of the company. (And if I don't, keep trying. I'll come crawling back. Promise.) + ## Contact the CEO + **Still want to contact the CEO?** You can send `@mikermcneil` a DM in Fleet Slack, at-mention our CEO in the [#help-leadership channel](https://fleetdm.slack.com/archives/C02HWSTJ17Z), or [schedule time with the CEO](https://fleetdm.com/handbook/company/communications#schedule-time-with-the-ceo). ## CEO responsibilities + Ultimately, the CEO is responsible for the success or failure of the company. The CEO is the [directly responsible individual (DRI)](https://fleetdm.com/handbook/company/why-this-way#why-direct-responsibility) for pricing, tiers, the business model, human resources, legal counsel, signatures on all documents, and brand & product marketing (brandfronts, pitchfronts, featurefronts, ICPs, personas, and targeting). > **Note:** When the CEO is out of office, CEO responsibilities are either paused, delegated, or coordinated through the [Apprentice to the CEO](https://fleetdm.com/handbook/digital-experience#team) so they can be handled promptly. (It depends on the responsibility and the situation.) @@ -96,6 +100,7 @@ Departmental page structure: ## Key reviews + Every release cycle, each department leader discusses their [key performance indicators (KPIs)](https://docs.google.com/spreadsheets/d/1Hso0LxqwrRVINCyW_n436bNHmoqhoLhC8bcbvLPOs9A/edit#gid=0) (confidential) with the CEO. KPIs are numbers measuring results and everyday excellence, usually accompanied by time-bound goals. In this meeting, the department leader discusses actual week-over-week progress toward the goals for a particular quarter with the CEO. @@ -111,8 +116,10 @@ At Fleet, we collaborate with [core team members](#creating-a-new-position), [co > Are you a new fleetie joining the Digital Experience team? For Loom recordings demonstrating how to make offers, hire, onboard, and more please see [this classified Google Doc](https://docs.google.com/document/d/1fimxQguPOtK-2YLAVjWRNCYqs5TszAHJslhtT_23Ly0/edit). + ### Consultants + #### Hiring a consultant In addition to [core team members](#hiring-a-new-team-member), from time to time Fleet hires consultants who may work for only a handful of hours on short projects. @@ -133,6 +140,7 @@ Consultants [track time using the company's tools](#tracking-hours) and sign [Fl To hire a consultant, [submit a new consultant onboarding request](https://github.com/fleetdm/confidential/issues/new?assignees=&labels=%23g-digital-experience&projects=&template=new-consultant-onboarding.md&title=New+US%2Finternational+consultant) to the Digital Experience team. + #### Who ISN'T a consultant? If a consultant plans to work _more_ than 10 hours per week, or for _longer_ than 6 weeks, they should instead be hired as a [core team member](#hiring-a-new-team-member). @@ -149,6 +157,7 @@ Core team members: Consultants aren't required to do any of those things. + #### Sending a consulting agreement To send a consulting agreement, you will need to [submit a new consultant onboarding request](https://github.com/fleetdm/confidential/issues/new?assignees=&labels=%23g-digital-experience&projects=&template=new-consultant-onboarding.md&title=New+US%2Finternational+consultant) to the Digital Experience team. They will then peform the steps needed to bring aboard a new consultant. @@ -243,7 +252,9 @@ A completed open position entry should look something like this: - _**Why bother with approvals?** We avoid cancelling or significantly changing a role after opening it. It hurts candidates too much. Instead, get the position approved first, before you start recruiting and interviewing. This gives you a sounding board and avoids misunderstandings._ + ### Approving a new position + When review is requested on a proposal to open a new position, the Apprentice to the CEO will complete the following steps when reviewing the pull request: 1. **Consider role and reporting structure:** Confirm the new row in "Fleeties" has a manager, job title, and department, that it doesn't have any corrupted spreadsheet formulas or formatting, and that the start date is set to the first Monday of the next month. @@ -265,30 +276,39 @@ When review is requested on a proposal to open a new position, the Apprentice to > _**Note:** Most columns of the "Equity plan" are updated automatically when "Fleeties" is, based on the unique identifier of each row, like `πŸ§‘β€πŸš€890`. (Advisors have their own flavor of unique IDs, such as `πŸ¦‰755`, which are defined in ["Advisors and investors"](https://docs.google.com/spreadsheets/d/15knBE2-PrQ1Ad-QcIk0mxCN-xFsATKK9hcifqrm0qFQ/edit).)_ -### Recruiting -Fleet accepts job applications, but the company does not list positions on general purpose job boards. This prevents us being overwhelmed with candidates so we can fulfill our goal of responding promptly to every applicant. -This means that outbound recruiting, 3rd party recruiters, and references from team members are important aspect of the company's hiring strategy. Fleet's CEO is happy to assist with outreach, intros, and recruiting strategy for candidates. +### Recruiting + +Fleet accepts job applications, but the company does not list positions on general purpose job boards. This prevents us being overwhelmed with candidates so we can fulfill our goal of responding promptly to every applicant. This means that outbound recruiting, 3rd party recruiters, and references from team members are important aspect of the company's hiring strategy. Fleet's CEO is happy to assist with outreach, intros, and recruiting strategy for candidates. image #### Receiving job applications + Every job description page ends with a "call to action", including a link to the hiring manager's LinkedIn to apply for the job directly with the hiring manager. Fleet replies to all candidates within **1 business day** and always provides either a **rejection** or **decisive next steps**; even if the next step is just a promise. Hiring managers are encouraged to use [email/message templates](https://fleetdm.com/handbook/company/leadership#candidate-correspondence-email-templates) for consistency and efficiency. + #### Candidate correspondence email templates + Fleet uses [certain email templates](https://docs.google.com/document/d/1VAMWIH8o7_vH7lV9nM1wQCM4Vc3GxBRBDPK-mKO9HNk/edit?usp=sharing) when responding to candidates. This helps us live our value of [πŸ”΄ empathy](https://fleetdm.com/handbook/company#empathy) and helps the company meet the aspiration of replying to all applications within one business day. + ### Hiring restrictions + #### Incompatible former employers + Fleet maintains a list of companies with whom Fleet has do-not-solicit terms that prevents us from making offers to employees of these companies. The list is in the Do Not Solicit tab of the [Digital Experience spreadsheet](https://docs.google.com/spreadsheets/d/1lp3OugxfPfMjAgQWRi_rbyL_3opILq-duHmlng_pwyo/edit#gid=0). + #### Incompatible locations + Fleet is unable to hire team members in some countries. See [this internal document](https://docs.google.com/document/d/1jHHJqShIyvlVwzx1C-FB9GC74Di_Rfdgmhpai1SPC0g/edit) for the list. ### Interviewing + > TODO: Rewrite this section for the hiring manager as our audience. We're glad you're interested in joining the team! @@ -301,7 +321,9 @@ If you've been invited to "book with us," you'll have a Zoom meeting with the hi Department specific interviewing instructions: - [Engineering](https://fleetdm.com/handbook/engineering#interview-a-developer-candidate) + #### Hiring a new team member + This section is about the hiring process a new core team member, or fleetie. > **_Note:_** _Employment classification isn't what makes someone a fleetie. Some Fleet team members are contractors and others are employees. The distinction between "contractor" and "employee" varies in different geographies, and the appropriate employment classification and agreement for any given team member and the place where they work is determined by Head of Digital Experience during the process of making an offer._ @@ -339,6 +361,7 @@ Here are the steps hiring managers follow to get an offer out to a candidate: ### Making an offer + After receiving the interview packet, the Head of Digital Experience uses the following steps to make an offer: @@ -362,6 +385,7 @@ After receiving the interview packet, the Head of Digital Experience uses the fo - _Send_ the email. 5. **Process the offer response** The Head of Digital Experience will process the offer response by either creating a new ["Teammate pre-onboarding" issue](https://github.com/fleetdm/confidential/issues/new?assignees=&labels=%23g-digital-experience&projects=&template=pre-onboarding.md&title=Pre-onboarding%3A+______________________) and following the steps if the offer is accepted or notifying the stakeholders that the offer was not accepted and we should continue the search. + #### After an offer is accepted The Head of Digital Experience will then follow the steps in the ["Teammate pre-onboarding"](https://github.com/fleetdm/confidential/issues/new?assignees=&labels=%23g-digital-experience&projects=&template=pre-onboarding.md&title=Pre-onboarding%3A+______________________) issue, which includes reaching out to the new team member within 1 business day from a separate email thread to get additional information as needed, prepare their agreement, add them to the company's payroll system, and get their new laptop and hardware security keys ordered so that everything is ready for them to start on their first day. @@ -399,25 +423,24 @@ CEO shadows join all meetings on the [CEO's calendar](https://calendar.google.co ## Tracking hours -Fleet asks US-based hourly contributors to track hours in Gusto, and contributors outside the US to track hours via Pilot.co. -This applies to anyone who gets paid by the hour, including consultants and hourly core team members of any employment classification, inside or outside of the US. +Fleet asks US-based hourly contributors to track hours in Gusto, and contributors outside the US to track hours via Pilot.co. This applies to anyone who gets paid by the hour, including consultants and hourly core team members of any employment classification, inside or outside of the US. > _**Note:** If a contributor uses their own time-tracking process or tools, then it is OK to track the extra time spent tracking! Contributors at Fleet are evaluated based on their results, not the number of hours they work._ ## Communicating departures + Although it's sad to see someone go, Fleet understands that not everything is meant to be forever [like open-source is](https://fleetdm.com/handbook/company/why-this-way#why-open-source). There are a few steps that the company needs to take to facilitate a departure. -1. **Departing team member's manager:** Inform the Head of Digital Experience about the departure via email and cc your manager. The Head of Digital Experience will coordinate the team member's last day, offboarding, and exit meeting. -3. **Digital Experience**: Will then create and begin completing [offboarding issue](https://github.com/fleetdm/classified/blob/main/.github/ISSUE_TEMPLATE/%F0%9F%9A%AA-offboarding-____________.md), to include coordinating team member's last day, offboarding, and exit meeting. - > After finding out about the departure, the Head of Digital Experience will post in #g-e to inform the E-group of the team member's departure, asking E-group members to inform any other managers on their teams. +1. **Departing team member's manager:** Create a private "#YYYY-offboarding-xxxxxx" Slack channel (replace "xxxxxx" with the Fleetie's name and YYYY with current year) for discussion and invite the CEO and Head of Digital Experience. Document any context about the departure via "FYI:" in the ["ΒΆ πŸ—£ E-Group weekly" (confidential Google Doc)](https://docs.google.com/document/d/13fjq3T0bZGOUah9cqHVxngckv0EB2R24A3gfl5cH7eo/edit). +3. **Digital Experience**: The Head of Digital Experience will coordinate the team member's last day, offboarding, and exit meeting, then create and begin completing [offboarding issue](https://github.com/fleetdm/classified/blob/main/.github/ISSUE_TEMPLATE/%F0%9F%9A%AA-offboarding-____________.md), to include coordinating team member's last day, offboarding, and exit meeting. At the appropriate time, The Head of Digital Experience will post in #g-e to inform the E-group of the team member's departure, asking E-group members to inform any other managers on their teams. 4. **CEO**: The CEO will make an announcement during the "🌈 Weekly Update" post on Friday in the `#general` channel on Slack. ## Request a role change for a Fleetie From time to time, someone's job title changes. The hiring manager can use the following steps to change someone's position: -1. Create Slack channel: Create a private "#YYYY-change-title-for-xxxxxx" Slack channel (where "xxxxxx" is the Fleetie's name and YYYY is the current year) for discussion and invite the CEO and Head of Digital Experience. +1. Create Slack channel: Create a private "#YYYY-change-title-for-xxxxxx" Slack channel (replace "xxxxxx" with the Fleetie's name and YYYY with current year) for discussion and invite the CEO and Head of Digital Experience. 2. At-mention the Head of Digital Experience in the new channel with any context regarding the title change. Share any related documents with the Head of Digital Experience and the CEO. 3. After getting approval from the [Head of People](https://fleetdm.com/handbook/digital-experience#team), the Digital Experience team will take the necessary steps to [change the fleetie's job title](https://fleetdm.com/handbook/digital-experience#change-a-fleeties-job-title). @@ -433,10 +456,7 @@ When it comes to performance feedback, [speak freely](https://fleetdm.com/handbo 3. When you meet with your manager for your 1:1, periodically provide an update on how each of your direct reports is doing at the top of your own "Performance management" section in your 1:1 agenda doc. -#### Stubs -##### Performance feedback -Please see πŸ“–[handbook/company/leadership#delivering-performance-feedback](https://fleetdm.com/handbook/company/leadership#delivering-performance-feedback).