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ERWAN MENARD COO & PRESIDENT AT SCALITY
YOUEN CHENE CTO AT SAAGIE
Company Culture ?
from start-up to growth
Erwan Ménard, President & COO
Claire Forest, Culture Captain
29th June 2016 – The Family, Paris
© Scality 2016 2
Scality Key Facts
• Software-defined storage for the digital age
• “We bring to Service Providers and large enterprises the storage secret sauce of the web giants”
• Founded: 2009
• Offices in San Francisco (HQ), Washington, Paris, Tokyo, Boston, Singapore, London – 180+ people
• Ranked #1 by IDC
• 100 cloud-scale customers worldwide
• 500 million end users
• $92M raised in 4 rounds with IDInvest, Iris, Omnes, Galileo, BPI, Menlo Ventures and HPE Ventures
© Scality 2016 3
100 Customers, 500 Million End Users, 800 Billion Objects
SERVICE PROVIDERS
MEDIA & ENTERTAINMENT
R&D INTENSIVE INDUSTRIES
PUBLIC SECTOR
FINANCIAL SERVICES
ACTIVE ARCHIVES
CONTENT DISTRIBUTION
WEB & CLOUD SERVICES
PRIVATE STORAGE CLOUDS
What is a company culture?
What is Scality culture?
Why does the definition, shaping and promotion
of your company culture matter?
Our experience and learnings
Copyright Scality 2015
Seeing is believing
[writing and announcing isn’t enough]
Copyright Scality 2015
Hearing is believing
[clichés wording doesn’t get remembered]
Copyright Scality 2015
Be Genuine
[and the most corporate things
will convey your culture]
Copyright Scality 2015
Culture Irradiates
[it doesn’t stop at the office door]
Copyright Scality 2015
Introducing Frank Roesner
Copyright Scality 2015
The words from the artist “Companies are living organisms. A lot is already rooted in its DNA, i.e. the founder(s) & management vision, mindset and character. So, as a young - and small - start-up, company culture is sort of set. It is not difficult to be innovative, agile and curious when you're small.
As soon as the company begins to grow up, it becomes a challenge to remain a living - or more to the point, a learning - entity. Especially when growing fast and even more so when expanding globally.
So, here the company culture becomes really important. One may define a particular company culture and carve the commandments in stone, but obviously that is by far not enough. Buried in powerpoint those things rarely take any effect. It only happens, if every day corporate lives are inspired by the principles which define the culture of the company. And that can be archived only by the example of enough people living them.
One tool to let people draw inspiration from how others live Scality values is the book. And not only the end product - a high quality 30x30 cm coffee table book - but also the process of making it, as it involves everyone within Scality. It’s one way of showing what kind of company Scality wants to be.
Diverse, Open-Minded, Competitive, Creative, Curious - character trades which are crucial if you want to be a learning, i.e. successful organism.
To a varying degree all 4 images show those ingredients of Scality’s culture. A levitating CEO watching the CTO playing bass in the Nevada desert. A group of sales people celebrating themselves after spontaneously deciding to wear their hotel bath-robes (and walking the streets of DC in that outfit). The President of the company performing french rock songs together with the CTO. And a random selection of portraits displaying the diversity among Scality staff”
Copyright Scality 2015
Copyright Scality 2015
Copyright Scality 2015
Copyright Scality 2015
Copyright Scality 2015
Copyright Scality 2015
Your hiring process sets the tone
[culture fit > motivation fit > skills fit]
[everyone comes with their baggage]
Copyright Scality 2015
The trunk of the tree
[culture is alive and dynamic]
[“entrepreneurial spirit” > “start-up” in growth phase]
Introducing Scality’s Culture Captain
Copyright Scality 2015
CULTURE DEVELOPMENT
Designing our offices
Assessing the culture fit of our best candidates
Taking the pulse of our various teams
Organizing memorable social events
Being the guardian of our spirit, our culture and
values
EMPLOYEE TRAINING
Training Program (conferences, training, individual coaching)
English coaching to reach professional fluency
Group coaching sessions (ex : how can I convince others and influence a
decision)
BUILDING A STRONG
LEADERSHIP TEAM
Weekly sync calls to discuss our main
challenges
“Next 4 months Priorities” sessions to define and
share our main objectives
Different formats of meeting together, 5 per
year, soft skills development, business
and product sessions, etc.
ON-BOARDING
Taking newcomers feedback after a few
weeks at Scality
Offering a pack of branded goodies
Welcoming our new hires:
• Congrats e-mail • CEO breakfast • Core presentation of
the company • Understanding of our
benefits and programs
On-going feedback practice
Defining the profile of the Scality leader
Copyright Scality 2015
PULSE OF THE COMPANY
Exit interviews
Immediate action plan at a corporate level and at a department
level Pulse Survey twice a
year about motivation,
engagement, management, innovation…
DEVELOPING RECRUITMENT
BRAND
Training to pitch Scality
Training to improve our skills as interviewers
Developing means to show our brand :
Glassdoor, Careers web page etc.
Promotional videos
REWARDING OUTSTANDING PERFORMERS
Le Club
Speaking about our best performers
Being generous (stock options, salary
raises)
Recognizing people weekly
INTERNAL COM’ & SOCIAL EVENTS
30 minutes all-hands every Monday
Weekly breakfast / Weekly lunch
Team building events for specific teams
Internship program
SPECIFIC PROGRAMS
Sports Program
Wellness Program
Social Responsibility Program
Meditation, Mindfulness, Internal Thinking Process…
It’s so much worth it
ThankYou
www.scality.com@scality
#DevoxxFR
I’m CTO bitch!
1
Youen ChénéCTO@saagie_io
@youen_cheneActivist @normandyjug @codeursenseine @devoxx4kidsfr @n_w_x
Part IThe CTO paradigm
DOS pascal
assembleur
paint shop pro
shareware
SystemInfrastructure Code SellPeople
linux
apache
mysql
design
php
javascript (en 2002)
team of 2 contracts
SystemInfrastructure Code SellPeople
linux
backup
mysql
mongodb
design
architecture
java, spring
GWT
UX
servers amazon
Suppliers
internship
Sell
CGU, CGV
websites
SystemInfrastructure Code SellPeople
CEO
I’ve got an amazing startup idea? Are you in?
CTO
Oh yeah! (I am so bored by my work at Colin Inc.)
linux
backup
HA
hadoop
impala
zookeeper
mesos, docker
design
architecture
java, spring
angular
php, symfony
spark
testing
serveurscloud
suppliers
HR, syntec
organization
agile
management
presales
contract
communication
web site
SystemInfrastructure Code SellPeople
Fundraising
linux
backup
HA
hadoop
impala
zookeeper
mesos, docker
design
architecture
java, spring
angular
php, symfony
spark
testing
serverscloud
data center
switch
power supply
suppliers
HR, syntec
organization
agile
management
pre sales
contract
communication
web site
fundraising
SystemInfrastructure Code SellPeople
linux
backup
HA
hadoop
impala
zookeeper
mesos, docker
design
architecture
java, spring
angular
php, symfony
spark
testing
serverscloud
baie
switch
power supply
steel
hardware
suppliers
HR, syntec
organization
agile
management
pre sales
contract
communication
site web
fundraising
SystemInfrastructure Code SellPeople
linux
backup
HA
hadoop
impala
zookeeper
mesos, docker
design
architecture
java, spring
angular
php, symfony
spark
testing
serverscloud
baie
switch
power supply
steel
hardware
suppliers
HR, syntec
organization
agile
management
pre sales
contract
communication
site web
fundraising
SystemInfrastructure Code SellPeople
Sys AdminNihilist Developer Data Scientist
Crazy Hacker
Star d’UX
Data Analyst
Agile Lieutenant
Ninja Reverse shellPost’It master
Think systemic
Think systemic
Part IIThe missions of the CTO
Chief Technical Officer
An executive-level position in a company or other entity whose occupation is focused on scientific and technological issues
within an organization
1 - Execute the vision of the CEO
CTOCEO
2 - Align the product to the market
2 - Align the product to the market
2 - Align the product to the market
3 - Help organize the company
4 - Manage technical debt
5 - Scale the company
Part IIIShadow part of the CTO
Pre Sales
CEOs
Being a member of the board
JEI, CIR, BPI, …
« Agences digitales … »
… are not so digital
Part IVTo the infinity and beyond!
Super product owner
Incremental release … for real!
3 month 2 month 1,5 month 1 month 1,5 month
ASSHOLES
ARCHITECTSMEETINGS
QA
PROJECT MANAGERS
GANTTESTIMATIONS
Super Manager
Power to the Developers!
Auto-Organization
MISSION
WHY
HOW
Delegate technical debt management
to the developers
Provide the best tools & conference
Projectmanager
PeopleManager
Grow a coaching and goodwill culture
Let’s experiment
Free creativity and innovation
Part VFind your CTO
#DevoxxFR 59
A bad paid trainee is not a CTO!
#DevoxxFR 60
Hire developers is hard!
#DevoxxFR
Meetups, talk to developers!
61
#DevoxxFR 62
Good CTO, Bad CTO
#DevoxxFR
CTO
63
Product Management
Management Perfect Engineering
Technology fashion victim
Entrepreneurship
Quick & DirtyOrganization
Customer oriented
#DevoxxFR
Start a small project together
64
#DevoxxFR
Communication is key
65
#DevoxxFR 66
Include it as co-founder (with shares)
#DevoxxFR 67
www.ctbro.org @c_t_bro
PS : all pictures have been stolen on the world wide web
Questions?
SEE YOU SOON! LOVE. THEFAMILY.CO