04
Apr 14

A CEO is a Leader: The Recent Mozilla CEO Kerfuffle

Experience comes for free. Learning takes effort.

On March 24th, Mozilla announced that they had named Brendan Eich as CEO.

On April 3rd, Brendan Eich, after much internet uproar over his $1000 donation to disallow same-sex marriage, stepped down as CEO of Mozilla.

So.

WTF happened here?

First of all, some facts…

  • FACT: Brendan Eich is well within his rights to support his personal beliefs through financial donations. Furthermore, that he did not back down from his position shows a strong sense of integrity. He was correct to do what he did. (ed. note: I very strongly disagree with Eich’s position on this matter and share Rarebit’s disappointment, but defend to the death Eich’s right to express his opinion.)
  • FACT: Team Rarebit and others were well within their rights to express outrage at the appointment. They were correct to say what they did.
  • FACT: Yet others were well within their rights to defend the appointment. They were correct to say what they did.
  • FACT: The Mozilla board of directors appointed Eich because they truly believed they were doing what was best for the organization. They, however, erred.

What appears to have happened is that the Mozilla board of directors misunderstood the role of CEO in an organization, particularly in a non-profit and mission-driven organization.

A CEO isn’t merely a leader; a CEO is a Leader. In a non-profit and mission-driven organization, a CEO is a LEADER. LEADERship extends far beyond merely setting technical and strategic direction for an organization. It includes becoming the very public face of everything for which the organization stands.

As an organization with a brilliant track record for supporting diversity and freedom of all sorts, Mozilla could not have a CEO who was on public record as opposing what a great many people see as a civil right.

Undoubtedly, as CEO, Eich would have continued his admirable track record of not allowing his personal political and religious beliefs to impact his professional performance. He had, after all, been CTO of Mozilla almost since the beginning and from all appearances his personal beliefs did not affect that performance. But being CTO is not being CEO. A CTO is responsible for setting and delivering the technical vision for an organization. One’s opinion on social issues is unlikely to come up in such a role.

A CEO, on the other hand, is responsible for setting and delivering the overall vision for an organization. This vision includes not only business strategy but also culture and mission. As such, a CEO’s beliefs must completely track with those of the organization which they lead. This is part of what makes the hunt for a new CEO so challenging. While a CEO’s personal beliefs may not affect the easily quantifiable parts of their job, (as we have now seen) they can have untold effects on responsibilities which, while more fungible, are no less important.

If there is any blame to be placed here, it is with the Mozilla board for not realizing this fact. They were aware that Eich had taken a public stance on an issue which could be seen as contrary to the Mozilla culture, yet they apparently did not see this as a potential problem for acceptance of him as a CEO. It was this ignorance and lack of awareness which led to the recent drama. Thankfully ignorance is curable. And undoubtedly Mozilla has had an effective dose of its medicine for this ailment.

There is no doubt in my mind that Brendan Eich has the experience, the vision, and the competence to lead Mozilla for years to come. He has proved that with his many years of experience as CTO. But from a cultural point of view he was, unfortunately, damaged goods. As such, the Mozilla board of directors should have refused delivery of the CEO package. If they had, they could have retained him, his passion for the open web, and his talents to help further the Mozilla mission.

Instead they are left with a learning opportunity and without the contributions of a founding father. Thankfully, the organization is populated by thousands of brilliant and insightful human beings. Mozilla will recover from this mistake, and even while recovering it will continue its work toward the open web. Those of us who agree with and believe in this mission should, now more than ever, support Mozilla. Let’s turn this experience into learning and continue to move forward.


05
Mar 14

Dear Mister Independent Recruiter,

Hello.

I saw your resume on the web and am writing to see if you or anyone that you know who may be interested in the following position in $city. It is with a top $industry startup, located in a gorgeous location of $region, pays top dollar, great benefits, options and bonuses.

You will be working on top tier financial technology with a great team! If there is any interest, please email resume to $email_addr.

Best Regards,

$name
Independent Recruiter

Oh. How…common. My response:

Dear Mister Independent Recruiter,

I manage software engineering departments. I also do technical management consulting. I also do independent recruiting. What I do NOT do is DBA. Which you’d have known if you’d even glanced at the resume you claim that you saw.

You are not an independent recruiter. You are little better than a spammer. Your email is the sort of ignorant and blind outreach which gives legitimate recruiters a bad name.

Please stop harvesting resumes and then sending emails based on little more than the simplest of keyword searches. Take just a moment to look over a resume before mailing someone. Qualify your damn candidates. Stop spamming tech professionals. Start recruiting them.


10
Jan 14

Five Tips for Better Cover Letters

A question from a friend for whom I consult on occasional career coaching matters:

What’s your take on cover letters: make ‘em short ‘n sweet, or go to town and try to sell yourself there rather than in the resume?

To answer my friend’s question: You should always be trying to sell yourself, both in your resume and in your cover letter. I’ve already had a brief discussion on how to improve your resume. Now here’s the companion piece: some tips to improve your cover letter.

Cover letters are a surprisingly polarizing topic among those who do hiring in technology. Some people find them to be a waste of time and will never read them, instead relying purely on a candidate’s resume. Some companies don’t even make provision for submitting a cover letter in their online application processes.

Naturally, your resume is an important document in the job hunt process. It tells your prospective employer what you’ve done and what you know. Similarly, your portfolio (Github, etc.) shows the hiring manager the how of your career: how do you implement the code or the design or the document?

As for myself, I require cover letters from all applicants and here’s why: I hire people; I don’t hire shopping lists of tech skills. While, yes, your skill set is important to me and I will be scouring your resume for every possible nugget of gold, I’m far more interested in who you are, what you can do for me, and how you interact with others. I can teach anyone how to use our technology. I can’t teach someone how not to be an asshole. Your cover letter is going to tell me who you are and, importantly, why I should care. What problems are you going to help me solve? Without that cover letter I have no insight behind the resume or code sample and little motivation to learn more. You’re just another faceless resume in the stack.

Now for those tips I promised…

Customize!

If your cover letter arrives on my desk and is obviously a cut and pasted template, I’m less likely to follow up on your application. To me, it doesn’t feel like you want this job; you’re just looking for any job.

Which isn’t to say you should necessarily rewrite a cover letter from scratch for every job to which you apply. It’s OK to have some sort of scaffold as a foundation around which you build individual letters.

Each of those letters must be customized for the position to which you’re applying. Do your research about the company and position and incorporate that into the letter. Some examples of what you could include:

  • What problem are they trying to solve? They wouldn’t be hiring if they didn’t have problems to solve, so how can you help them?
  • Who is the hiring manager? Address them directly in the salutation of the letter. Decades of direct marketing research show that personalized messages are more likely to be received favorably. Plus, going this extra mile to address your potential manager reflects well on you.
  • What are the company’s values and mission? If you agree with these things, incorporate them into your letter. Naturally, if you don’t agree with the values and mission you should not apply for the position.

It’s not about you; it’s about me

I, as the hiring manager, have needs. I have deadlines to meet and bugs to fix and code to refactor and rearchitect and people to hire and mentor and meetings upon meetings to attend. How are you, $applicant, going to make my life easier?

What many applicants forget is that as a manager I really want to hire you. I need to get the right person in the door and productive so my team can keep moving forward and hitting deadlines. If your cover letter tells me how you will help us do that? I’m already predisposed to like you.

But, really, it’s about you

Your cover letter is your opportunity to show the hiring manager that you’re going to be an asset to the team. You’re skilled, sure, but you also work well with others. You’re well-spoken. You’re witty. You support the mission of the company. You’re going to join the team and make things better for me and here’s how. Tell me who you are and why I should care.

Predict and elucidate

Sometimes when writing your cover letter you must channel your inner Carnac, answering questions before they’ve even been asked. After reviewing your cover letter and resume, the hiring committee may be left scratching their heads over some subjects. This head scratching implies effort on their part to discover the answers. These people are quite busy. If there are other candidates who initially appear as qualified as you but whose applications do not leave so many question marks hanging in the air, your resume will not be put in the short pile. However, if you predict the most pressing questions of the hiring committee and provide the answers up front in your cover letter, it can make all the difference. Some examples of questions which your new team might have when reviewing your application:

  • You haven’t been working for a while. What have you been doing in the meantime?
  • This job is based in Austin, TX but you’re in Portland, ME. Are you looking to relocate or work remotely?
  • You’ve spent the last ten years as a software engineer. Why are you applying for a position as a tech writer?

Form follows function

Coco Chanel once said, “In order to be irreplaceable one must always be different.” Don’t pay attention to those job hunt books you get from the library. They’re wrong: there is no rulebook for the format for your letter.

Your cover letter should reflect your personal style as well as the style and culture of the organization to which you’re applying. Most often, that will be a basic letter in which the content speaks for itself. However sometimes it may make more sense to stand out more. Perhaps a “letter” written in the form of a stack of calls to the company’s public API. Maybe a link to a website you designed solely for this purpose. Animated cat GIF? Um…OK, but only if that’s what makes sense.

Always remember: Don’t be clever purely for the sake of cleverness. The goal of your cover letter is to show the hiring manager who you are, what you can do for them, and turn heads in the most appropriate way. No one likes a cocky show-off.


05
Jan 14

Announcing Documentation for the Internet Archive S3 API

Back in 2011 I was hired at Internet Archive to develop a digital archive service for memory institutions. Unfortunately, after six months the project was scrapped (along with my position).

In the last month of the project, while waiting for the go-ahead to keep moving forward, I undertook documenting the Archive’s S3-like API. The project was going to need this API and, to be entirely frank, the existing documentation is laughable (sorry, IA team, but it’s a spade). My API doc was nearing completion about the same time the project was axed, but it was never published and ended up collecting dust in my Dropbox.

Fast forward a couple of years. Now, as a co-organizer for San Francisco Perl Mongers, I stream and record as many of our events as possible. Afterward, I upload them to our SF.pm Collection on Internet Archive because I believe in their mission of “Universal access to all knowledge.”

In the process of that uploading, I found myself referring frequently to that old in-progress API doc. Finally it dawned on me that I should probably share the damn thing so others could benefit as well.

It took a lot of cleanup and editing, but now I present to you:

The Internet Archive S3 API Documentation.

This API will allows for the creation and maintenance of items on Internet Archive. It also allows uploading of files to the item and, if the item has the appropriate metadata values, Internet Archive provides online viewers for this item content. For more information, have a look at the API Summary & FAQ.

It’s my hope that this documentation will allow many more user groups, individuals, and institutions to preserve and share their content via Internet Archive (for free, might I add, but donations are always welcome). I think of it as a grassroots continuation of the stillborn Digital Archive Service I once worked to produce.

NOTA BENE #1: If you have a lot of content to upload to the Archive, please be a good citizen and contact Internet Archive to coordinate with them. The crack IA Collections department will help the process be as smooth as possible.

NOTA BENE #2: This is not an Internet Archive document. They are not responsible for any shortcomings it may have. Please see the support page for more information about that.

If you use this document (and I do hope you will) and do find any shortcomings, please let me know! This doc is in Github specifically because it makes it so easy to collaborate on this sort of thing.


26
Aug 13

I’m in the Market for a New Job

After over a year working on my own projects, I find I really miss leading and working with a team of good people. Working alone has its advantages but isn’t as fulfilling for me.

Therefore I’m once again throwing my hat into the ring. I’m looking for a full time job and would love to hear about great opportunities and teams which could use my help.

For those who don’t know, here’s little guidance about what I do:

  • I used to program but no longer do so and would prefer to keep it that way. While I can program I do not enjoy it much. I have always found it much easier/more pleasant to read code than to write it.
  • My strengths lie in the realm of management of technical people and projects. I thrive on building and helping incredible teams of geeks to accomplish amazing things.
  • I understand business, marketing, and technology and enjoy exploring the intersections between them.

What I am looking for:

  • I would enjoy performing any of the following roles (most of which I have done previously in my career):
    • VP/Director/Manager of a software engineering team or department
    • Technical Project Manager
    • Community Manager
    • Developer Evangelist
  • While I currently live in San Francisco, after five years of saying, “Imma gonna move to Portland!” I’ve finally decided to follow through on the statement. Therefore it’s required that the job either is based in Portland, Oregon or will allow me to work remotely.
  • I would be beside myself with professional glee if I am able to find a position with a company or organization which is friendly to open source/data/access/etc.

For more information, have a look at my resume.

Need to know even more? There’s always my website.

Know of a position or have more questions? Feel free to send me email at `resume` at the $domain.$tld of this webpage.

I look forward to seeing what sort of amazing opportunities are lying in wait. Allons y!


22
Jul 13

The Rising Costs of Aging Perlers: Part 3, The Suggestions

So, what can the Perl community do to avert this decline and potential extinction? Probably a great many things, but here are my three top suggestions:

  1. Make cool shit. Talk about it. Talk about it A LOT. What little positive image Perl retains in these modern times is primarily limited to making sysadmin/dev ops lives easier. While this is a worthy and admirable accomplishment, it’s not going to turn any heads. People will (and do) not want to learn a language with a stodgy reputation. The best way to shed that reputation is to use the language to develop cutting edge tools and services, then to shout it from the mountain tops. DuckDuckGo is written in Perl and is going toe to toe with Google. Lacuna Expanse has shattered the Perl gaming boundaries. Follow their lead. Show people what you think is possible and they’ll start proving you wrong by creating the seemingly impossible.
  2. Modernize our dilapidated online communities. As the enlightened humans we are, we like to say that looks don’t matter. Unfortunately that’s not the way our brains are wired Looks do matter, or at least they do in this case. Take, for instance, the venerable PerlMonks. The site contains a limitless source of knowledge, both historical and contemporary. But its user interface and experience are both stuck in the late 1990′s and have become punchlines for a programming language which is trying to claim relevance in the current world of technology. This perception, unfortunately, is transferred to the Perl language at large. If we want to attract new community members, we need to do it with a modern sensibility, language, and tools. Online services where you can try out Perl programming in your browser. The latest in forum and moderation technologies. An interface which uses current best practices for usability and design.

    While I was doing research for this article, I came across this quote about linguistic cultural extinction which is quite relevant to Perl’s current situation:

    On a larger, less methodical scale, linguists agree that the single most important step towards ensuring a language does not disappear is the fostering of favorable conditions for its speakers to employ the language and to ensure that it is taught to their children. Approaches to Conservation

    Perl, as it currently stands, is not fostering those favorable conditions. It needs to modernize its presentation and approach to make itself more approachable and appealing to a new generation of programmers.

  3. TPF should fund training, outreach and community building to the same level as language development (if not more). According to The Perl Foundation‘s own mission statement, it is “…dedicated to the advancement of the Perl programming language through open discussion, collaboration, design, and code.” At no point does it mention community or training as a part of its raison d’être and I find that to be a grave oversight in desperate need of correction. A language is only advanced so long as it thrives. A language cannot thrive without practitioners and a strong community to support them. TPF is dropping the ball here, allowing the language they’re sworn to advance to founder in a morass of indifference and insignificance. It does not matter how many grants they hand out for language improvements which no one is going to use. As the effective figurehead of the Perl community, I feel only TPF is in a position to make the sort of changes necessary to drag Perl back into relevance and to allow it to grow and thrive, and these changes are not predominantly technical in nature. TPF should take the reins it recently appears so reticent to accept and both guide and grow the community through outreach and grants based upon measurable milestones. TPF: Accept responsibility for increasing the ranks of Perl programmers and the overall perception of our language within the programming community. Advance our language in ways which matter (read: not solely technological) and do it now before there is nothing left to advance.

So, here’s the thing.

You don’t have to agree with much of what I say above. But agreement isn’t necessary in order to think about the issue. And that’s what I urge you to do: start thinking about this as a legitimate issue. Even this cursory look at the current landscape of Perl usage and the Perl community shows that its aging and dwindling numbers are worthy of concern. I repeat: We are becoming the Shakers of the programming world and if we do nothing to change this then we will end up the same way they did.


Postscript…
During the process of writing this article I did a lot of research into cultural extinction. The concepts there are disturbingly applicable to what the Perl community is facing now. To end, I’d like to share a particularly relevant quote from Francis X. Hezel:

The key to cultural survival, then, is not purely conservatism—hanging on tightly to all that we have received in the past—but a genuine sense of dynamism and a readiness to adapt to a changing world. Strategies for economic development that entail change, therefore, may be seen as ways of promoting survival, material and cultural. Some of what we have understood in the past as either-or dichotomies ought to be re-examined in the light of this new model of culture.


22
Jul 13

The Rising Costs of Aging Perlers: Part 2, The Business

At this point you’re entirely justified in asking, “So what?”

The fact of the matter is, the lack of junior programmers is a very big deal from a business point of view, both to companies which already use Perl and those who might otherwise consider it. This directly and strongly impacts the bottom line of any Perl-using development shop.

According to Payscale.com, in San Francisco the median pay for a junior software developer is $66,000. For a senior software developer it’s $111,000. To be honest, we’re in a boom here right now. It’s my experience as a software development manager that each of these numbers is at least $20-$30K too low, but let’s run with the Payscale numbers. It’s obvious that a senior software developer is going to cost a shop a minimum of nearly $50,000 more than a junior developer.

Now consider the structure and needs of your typical software development department. There are a number of tasks which absolutely require the skills and expertise only a senior developer can bring to bear, but the majority of the work most likely can be performed by more junior developers with appropriate supervision. You do not need every member of your team to be senior and, at an extra $50K a head, you can’t afford to do it anyway. That sort of staff expenditure is an irresponsible business practice. However, as unreasonable as it is to expect a company to pay so much more for experience they don’t need, it’s equally unreasonable to expect a senior developer to accept less pay than (s)he has earned through years of training and experience.

Companies in this position, in order to continue using Perl, will have few options available to them. One of those options is to start training all incoming developers to use the language. While this is possible (undoubtedly some companies already do this), it is itself a very expensive proposition, often costing tens of thousands of dollars in training costs, time and productivity. A number of companies may run the numbers on the investment they’d be required to make in training and decide that it provides a much lower return than undertaking the arduous task of rearchitecting the software to use a language where they are able to hire staff (and at a more reasonable rate of pay).

Alternatively, companies which do not yet use Perl may be turned away from the language for similar reasons. The harsh financial realities of running a business—rather than technological merit—will end up dictating which programming language a company will use for their product. Selecting a language for which you can only hire senior developers is a very bad business practice, which leaves Perl in a poor position from a business point of view.

From where I’m standing, it does not appear as though the Perl community is doing much to correct this issue. As I detailed in my earlier post, in many cases Perl’s new programmer outreach appears fairly crummy if not virtually non-existent. This needs to change before Perl starts to face a cultural extinction. Perl needs to start creating fledgling Perlers to help sustain and grow the language through it’s next twenty-five years. As well, this will add new blood to the community and help diversify the gene pool. The more diverse a community, the better it’s able to adapt to the changing conditions which might otherwise overwhelm it.

A diverse or deep gene pool gives a population a higher chance of surviving an adverse change in conditions. Effects that cause or reward a loss in genetic diversity can increase the chances of extinction of a species. Population bottlenecks can dramatically reduce genetic diversity by severely limiting the number of reproducing individuals and make inbreeding more frequent. Wikipedia page on Extinction

In the final post of this series, I’ll detail some suggestions for avoiding this cultural extinction. Read Part 3.


22
Jul 13

The Rising Costs of Aging Perlers: Part 1, The Data

Hello, Friendly Perl Community! You may not want to hear this, but you’re not getting any younger. This is having a dramatic effect on the bottom line of companies which do or would use Perl.

A few months ago I started helping a friend recruit Perl developers for the company where he works. Aside from talking to the many people I know in the community I also put out several open calls for developers interested in switching jobs. I’ve now met and spoken with many great people—most of whom I’d never have had the chance to meet otherwise—and I’m very grateful for that opportunity. It’s helped remind me why Perl is my open source community of choice.

However, after only a few weeks I started to notice something odd: I had yet to speak with anyone who wasn’t Senior Developer. The overwhelming majority of persons with whom I spoke had well over ten years of experience with Perl. I believe the lowest number of years of Perl experience I saw was around eight. In my town of San Francisco it’s reasonable to see Senior Developers with five or fewer years of experience with a language. You can quibble with that definition, but there’s no denying that it’s the way we do things here. And since I was recruiting for a San Francisco office, all of these candidates qualified as Senior.

When I recognized that I was only speaking with (or even hearing of) senior developers some gears started turning in my mind. To verify my suspicion that Perl is a language of aging practitioners with few people available to replenish the ranks, I gathered some data…

Exhibits A and B. Since 2009, YAPC::NA and YAPC::EU have asked the following question on their respective post-conference surveys:

How do you rate your Perl knowledge?

  • Beginner
  • Intermediate
  • Advanced

All YAPC survey data is available online. I compiled the data from the past four years of responses to that question. The result was the following graphs. The Y-axis is the number of respondents in that year.

YAPC::EU Perl Experience by Year, 2009-2012
YAPC::NA Perl Experience by Year, 2009-2012

As the definitions of “Beginner,” “Intermediate,” and “Advanced” are left as exercises for the respondent, it’s impossible to make a direct correlation between these results and my soft definition of “senior developer” as one with five or more years of experience. Regardless, it’s very obvious from these graphs that there are remarkably few junior Perl programmers available and that issue is not being resolved as the years pass.

Because the best kind of data is MOAR DATA, I ran a very informal poll on the Linkedin Perl group. The question and results:

How many years have you been programming Perl?

70% of the respondents have more than five years of experience programming Perl. A mere 13% are new to the language. (If you tilt your head to the right you can see a graphic summary of what this might mean for the Perl community.)

Granted, there is no small amount of selection bias going on here. People who attend YAPC or participate in the Linkedin Perl group are more likely to be more experienced and comfortable in the community than more junior developers.

Regardless, after seeing these numbers I’m convinced that the practitioners of Perl are aging and not enough junior developers are being created to sustain the language as a going concern in the development world. What’s worse, Perl does not appear to have any sort of succession plan. It’s turning into the Shakers of the software development world: attempting to rely on conversion for proliferation rather than on reproduction.

In the next post, I’ll tell you why you should care about this. Read Part 2


29
May 13

Announcing the Perl Companies project

A month or so ago Jeff Thalhammer and I were chatting Perl over burritos. We got to discussing how many companies were currently using Perl actively and wondered whether there were a list anywhere on the web. We checked. There wasn’t (well, not any comprehensive or modern ones).

Well, now there is. Announcing the Perl_Companies project.

The list was built using postings from the entire history of jobs.perl.org and on that front owes its existence to a prior project by brian d. foy.

There are currently two versions of the list: a CSV file for downloading and manipulation and a Markdown file for human readability. The original data whence the list was drawn is also available in the repo.

I believe this list is going to be incredibly useful to the Perl community. It can be used as a source for job hunts, sponsorship requests, market research for new products, or put to any number of other purposes. If nothing else, it’s fun to browse.

Admittedly, this list still has some problems (*cough* deduping *cough*). Sure, there’s room for improvement, but it’s still a damn sight better than the diddly squat we had before. Plus, thanks to the wonders of open source and Github, we can all collaborate to build upon this good start. So bring on those pull requests. Open some issues. Let’s make it better together.


28
Feb 13

Rename Perl 5? Marketing: UR DOIN IT WRONG

Earlier this month Ovid once again raised the question: Should we rename Perl?”

As usual, the question sparked a flurry of opinions on the matter. Most of the discussion occurred in the comments of Ovid’s original post.

I’m not here to chime in on that question. Whether the name should change or should not, what it should change to, when it would happen, these questions are all closed. RJBS has said there will be no change right now and that’s that. He is driving the Perl 5 bus right now. If he says the name is not changing then that’s good enough for me. Discussion closed.

No, I’m not here to discuss that matter. I’m here to point something out:

Damn, team. That was some dismal marketing I just witnessed.

Just what exactly is the problem you’re looking to solve here? Where are the metrics to support that? Whom are you looking to convince? How will the solution be rolled out? Who’s going to do the work? What’s it going to cost? How will you know when the work is done? How will you know whether it’s working?

None of the people participating in the conversation would ever consider releasing a small patch to a CPAN module without first having a complete set of tests for it. Yet the same people seem to have no problem changing something as fundamental as the name of the language without performing some sort of market research and testing.

Despite the reputation its earned, marketing is not a crap shoot. A successful marketing or branding campaign requires just as much forethought and carefully considered execution as a good piece of software. You don’t just throw it together, put it out there and hope it does what the target audience needs. It could be impossible to recover from the damage caused by rash branding decisions.

I would welcome nothing more than more discussions about whether Perl 5 should be renamed. But I would like them to be as well researched and considered as any other change which would be made to the language itself.