Prática de Shadowing: Sec Growth DataScience staff meeting Sep 14 2022 - Aprenda a falar inglês com vídeo
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So it is the SEC, meaning secure and govern, growth and data science, meaning applied ML, ML ops,
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and anti -abuse team meeting.
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That's a big mouthful.
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We might get a better name over time.
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And that's our meeting for September 14th or 15th in APAC.
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And hi, Alan.
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Glad you're here why are you here
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when it's midnight we can talk uh glad you're here don't make
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it happen to come to this meeting since it's really late for you uh
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and so but i'm glad thanks for coming at least once
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so um news and events uh i've got a lot of things on the agenda today
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because of some of this uh so apologies for that
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but i think it's going to go down over time based on feedback
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I'm going to work to do more summarized communications to improve
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the signal to noise ratio in my communications to groups of people, including this group of people.
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This was wrote in for this group, adding more items to our staff meeting agenda, often as read -only, rather than posting to our Slack channel.
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And I am going to be assuming
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that people leaders on the team will attend this meeting or read the notes and not rely on the Slack channel.
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So keep that in mind.
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Let's see.
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B is a read -only item, unless anybody wants to discuss it. and see Phil has.
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Hi, welcome Alan to the meeting.
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I've asked Alan to step in as acting full stack manager for security policies while I hire an EM.
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Alan has graciously accepted this wonderful opportunity.
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So welcome, Alan.
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Thank you.
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I've got the next item as well.
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So anti -abuse is moving product sections from SEC to data science.
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Data science is effectively a rename of the model ops section.
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So data science will include two stages.
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The existing model ops, which has three groups in it, which Mom can talk more about.
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And the anti -abuse stage, which only currently has one group, which is called anti -abuse.
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I think at some point there are plans to split anti -abuse into two groups, but that's not in the near two.
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And we're working through all the changes around that.
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There's lots of workday changes, lots of handbook changes.
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Mon, did you want to say anything more about data science or model ops?
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No, I think for us we just roll up to data science.
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Everything else stays the same.
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We still have the two main groups, applied ML, ML Ops, and then later
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Data Ops as part of it, yeah. So,
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Inee, thanks, Thomas, for continuing to compile and report across all of my teams
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that I'm responsible for in the engineering allocation meeting on error budgets and reliability and security incidents.
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So, really do appreciate that.
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Got to give Neil a high five, too.
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He does half of these now.
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And apologies for the noise
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if I keep asking for what's the story behind what's going on with reliability or error budget stuff.
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Just trying to provide air cover. And apologies, Neil.
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I totally forgot you took half of these since Thomas has been doing it for so long.
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But I appreciate it, Neil.
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I know you volunteered for it and we discussed it, but I just forgot.
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Kind of a thankless role, honestly.
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And I volunteered because of the exposure I get from it.
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It's nice to be part of a different collective group of people.
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I was going to mention, I'll type this in here, but Tiago had set up for container security a bot that weekly,
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I think it's Mondays or like Sunday, will ping the team and ask for a volunteer to go and resource that data.
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And we just enabled it for Threat Insights.
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It's actually pretty sweet and it does all the work for you, Thomas.
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Right?
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We don't have to ping people ourselves.
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So I'll put a note in there for that.
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Pete, F is read only, and Bill, you've got G.
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Yeah, talent assessment.
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So we had an update from Juliana.
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The dates haven't been confirmed yet, but it'll be sometime from mid -October through to December.
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I think eGroup sign -off is expected to be mid -December before everyone goes on holiday.
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They've got a draft timeline in there, but the dates aren't in the handbook yet.
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The big change is we're moving to do it in Workday.
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That's not available yet.
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I haven't seen a demo of it.
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I don't know what.
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questions will be asked but there's an optional self -evaluation which will move into workday and
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the work that we do as managers will also happen in workday
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at the moment some people are using the google doc
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which is listed on the talent assessment page for self -evaluations
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and for the manager work i'd suggest continuing to use those docs until we get access to work day
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and see what the exact differences are.
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H, I, and J are read only unless anybody wants to discuss them.
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Thomas, you got item K.
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Yeah, apologies for the late like live addition to the agenda on this one, but one more note on a change we're rolling out within
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Secure pretty lightweight and that we're establishing a second team within dynamic analysis um
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and so uh issue is there for folks want to play
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that would like to follow along
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or ask any questions about it um for the plan for right
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now is i'm going to be serving as a team to acting em
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and in addition to normally scheduled uh some duties for lack of a better way of putting it
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and so happy to answer any questions that folks have about that I had a quick question.
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We've done the same thing in Threat Insights with Neil and Tiago each having teams.
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What are you going to call your new team or how will you differentiate?
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Was not planning to differentiate it.
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It's just a second team within dynamic analysis.
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We're not creating a new group, which I think is the same pattern that's happening within
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Threat Insights as well.
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It's just two teams.
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I know that there's Tangerine and there's Navy.
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I'm not a tangerine person myself.
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So we'll have to figure it out.
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Yeah, I don't know if there's another tea color, Thomas.
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I struggled with that one.
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That's the theme.
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Tomato.
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I don't know.
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We'll figure it out.
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We'll figure it out.
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We'll figure it out.
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The differentiation, I think the difference between what's happening in Threat Insights
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and within dynamic analysis is that this is a split or long feature category.
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even though we're keeping that we're not superior new group.
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It is there's the distinction is along like who's working on specific feature categories themselves.
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So the the the the where the fracture point is happening is is a little different.
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But the but the approach and effect are the same.
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I hope.
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So on to big rocks and hot issues section.
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I don't know if it's a big rock, but kind of long here perhaps more than that.
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So I did
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that survey where you got an awesome response rate from the team on how to improve the MR rate for the team.
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And then I took a really long time to go through all the results and summarize and make initial recommendations.
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So I lost a little bit of momentum.
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I got caught up in other things like cross -functional prioritization and the customer escalation.
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So since then, this is actually used by John Hope to lead a discussion
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at the development offsite last week on just improving engineering velocity is one of the things he used to power it.
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So it had value there.
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But I've seen no comments, I think, from anybody in this group, which means either no time forgot about it or it doesn't,
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we looked at it and it doesn't have much value.
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And any of those things are okay.
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I'm just curious where the group landed.
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And if you haven't taken a look yet to see
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if there's anything you want to take away from it on things you might want to consider, I'm asking you to do so and to consider,
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not to do, but to consider.
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Anybody got a chance to read it yet and think about it or not just yet?
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My guess is perhaps everybody's really busy and they haven't left yet.
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I mean at a high level
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Jay, Neil, Tiago we've talked about changes.
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I think Jay you've already looked at some changes around refinement
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that was an area that you were going to look at for anti -abuse
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and report back by the end of the quarter.
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Tiago and Neil I can't remember what where we ended up with for threat insights.
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Yeah I'm hoping that MR rate is kind of an artifact or byproduct of some other actions.
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The big thing we're doing is more whole type of work, like random miscellaneous, not schedule, not PM necessarily actions or issues.
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And that actually is creating some more additional work.
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Like it's just like free time work.
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I want to change of pace, move to something else momentarily.
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And these are generally smaller types of issues too.
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So they're quicker to knock out.
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Therefore they create more MRs, which has been a cool byproduct.
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So I think that's helping us succeed there.
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Yeah, we're also seeing some success with, we've implemented like a weekly refinement meeting,
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kind of check in, make sure that stories are broken down tiny enough.
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I think with smaller bits of work, we're seeing a higher MR rate.
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It's debatable whether or not that's like just inflated, right?
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Like you can work on a small piece of code
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and ship it and you can do
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that a lot of times you're going to get a higher MR rate we're trying to be reasonable with
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that um I am noticing a nice tick up uh after implementing the refinement meeting so let's hope for the best
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I was going to say one note on refinements um in static analysis
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we're experimenting with the new section in our planning feature, which is called looking forward.
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And in there, we're using that as like a baseline where we add issues
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that we think need refinement that will most likely be worked on in the next one to three milestones.
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So we're using that as kind of a base cover for some engineer to go in
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and add their issues and make sure they get refined within this milestone, not necessarily any implementation, but just refinement itself.
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I should stop talking on mute.
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Thank you, Omar.
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Thomas, you want to verbalize your comment?
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Yeah, I'll verbalize and then I'll say more
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and then I'll finish writing what I was going to put down underneath it in just a moment.
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So this was an agenda item with the EMS
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and I can say it now in the secure stage since that is the analyzer teams now.
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So this was a topic yesterday.
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So I would assume that this is more like I had a chance to read but not digest the content.
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And what I was about to write, and I am cautious in saying this because it almost comes across as smug,
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and that is not my intent.
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In that, looking at the MR rate within SEC compared to company -wide,
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historically it runs two to three MRs per engineer per month higher.
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And I think a good bit of that has to do with the, I mean, we've taken this to be true,
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or at least asserted it to be true in
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that it's smaller teams that are working closely together in less busy projects than we see within the Rails platform itself,
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which does have an impact.
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It's, that's not to say that we cannot do better, but the comparison and the favorable comparison,
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at least to me, and I will admit this, at times will lessen the urgency on this particular topic.
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And I have to admit that bias that I have.
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Thanks, Thomas.
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Thanks, everyone.
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So I didn't see any comments on the issue, but that's totally fine.
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People found some of it useful, some of the analysis useful, and that's great.
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So I will close the issue accordingly
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and just link to these notes good stuff thomas
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you've got item b okay i'll write after this then all right fed ramp
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and the can't or won't fix security issues
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that way maybe we may be having there's uh so we've got um uh
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the for security issues that are subject to fed ramp
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if we if you have a feature category that is fips compliant
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or certified you're probably going to be part of the fed ramp evaluation
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and any security issue that has a CVE associated with it, which means dependency or container scanning specifically, has to have a remediation plan,
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even if they're false positives.
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And so that's led to a separate discussion on what do we need to do for,
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do we need to do anything related to security findings on the commercial versions of analyzers specifically?
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That was the catalyst for this particular conversation
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because on container scanning we get a lot of findings related to debian based images
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that that project has not shipped a fix for or won't fix ship a fix for
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so there is a separate thread that is going on here about what to do
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and can we do deviation requests in bulk for this class
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of for this for this class of um of findings um the the tldr is below.
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And there's a couple of options that are being brainstormed within this particular thread.
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So I wanted, and I know I've said a lot of words and I didn't say it well,
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but I wanted to bring it here in case there was any questions or commentary.
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Nothing directly related to what you've just talked about, but but sort of related for FedRAMP,
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you're looking at any FIPS related security issues that have been raised.
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How far are you going in terms of auditing to find anything that hasn't already been identified?
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There is, I'll link in another issue, a separate issue
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that has instructions from AppSec on what they would like us to do as far as setting up container scanning.
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And they have set up a project with a single configuration that they're asking us to use.
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There is some debate as to how that project has been configured
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because it uses a combination of three container scanning tools rather than one.
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And so they've asked us to use that as a baseline for the FIPS images specifically,
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since they're UBI or the UBI specific images.
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they're they're equivalent in my mind even though they're they're they're different meanings
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so tld out talk to appsec got
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it nakil nakil george is our stable counterpart of folks don't know at least in sec um
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and so he's been quite responsive and keen
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and he is also helping chase down answers when uh
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when he doesn't have them so uh that's a big uh he's been he's been a big help thus far Yeah.
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So in, thanks for bringing this up, Thomas.
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So in the hallway, so from the development staff meeting,
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I copied and pasted the notes in there,
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but net is the TLDR is can folks,
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the request to me and my peers was can folks check with their teams to see if the approvals are affecting them.
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So this is the new approval rules on segregation of duties.
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So last this group, not that everybody's here, but in the group and they shouldn't be because all meetings are optional,
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but has this had an impact, these new approval rules?
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Anecdotally, I've seen a few cases where team members have realized that they need to get an additional approval,
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but I'm not aware that it's actually slowing things down.
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Okay.
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No news is good news on this probably, unless it's happening and we're not noticing it.
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We're just slowing things down, but just keep an eye on it in case it does.
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Everyone, please.
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It's good stuff.
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With recent changes, we've done a couple of different changes with secure, govern, broken out from secure,
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and a data ops team, and this and that.
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I just compared the name of my team with my peers.
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My peers have one word team names, ops, dev, create, et cetera.
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Mine is growth and data science, which is pretty wordy.
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It also makes sense that when I go into dashboards, I have to pull data from multiple places across my teams.
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So I was thinking about a one word name.
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I've started to get feedback on it.
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Naming things is really important at GitLab to name the right kinds of things and give them good names.
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So I'm going to run it by David DeSanto tomorrow.
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He's a great person to bounce such things off of.
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I landed on enrichment because what we do makes other things better.
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We enrich them.
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It's kind of a very broad term, but it does cover what we do.
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Not sure we're going to change the name, which I'm not sure it's going to affect anyone but me.
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That's actually my intent is it only affects my stuff,
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not everyone else's, but at least everyone else's in a small way or others in a small way, but we'll see.
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Any thoughts on this?
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Good idea, bad idea?
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I'm not wed to this, I'm looking for feedback.
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Yeah, obviously the other examples relate to either sections or stages, whereas enrichment doesn't.
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So you'd be introducing something new here.
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This affects me as well.
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I have a subset of enrichment, so it would be kind of enrichment light?
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I'm not sure.
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I'm not sure we'll, I think you and I have spoken about this.
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I'm not sure we would get approval to introduce a new name or department level.
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We'd certainly have to talk to people ops about introducing that in Workday.
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Okay.
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Okay.
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So a couple of things, you know, these kinds of things I would sometimes put in Slack,
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but I'm trying to avoid a number of distinct Slack messages.
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So putting it in here, making a lot read -only when possible.
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So I've got C though, which is not read -only.
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So I would like to add announcements of work anniversaries and new hires to the meeting template.
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PM does this.
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I attended the PM staff meeting.
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I was a guest speaker there this week.
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And like the camaraderie, we have good camaraderie.
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The camaraderie there was pretty good.
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You know, Fern, who's shadowing me today, I think he sat in on the PM meeting as well.
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It was a pretty good feel of just people really knowing each other well and getting along well.
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So those are just two things I took away from it, is anniversaries and new hires.
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I'll verbalize Tiago's comment.
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Great idea for new hires.
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Don't care much about work anniversaries.
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We already have a bot for that.
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What I'd say is I always seem to miss the bot announcements
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as they cover the whole company versus Abad just announcing for our team.
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If no interest in that part, I'm happy to exclude.
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So Neil, you like the idea of adding such a great anniversary or you don't?
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I mean, just last week, I think it was Phil celebrated his third year and I congratulated him,
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but then I missed another team member in SEC.
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You know, because there's like 20 people on that list.
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Plus it's team member updates.
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That's not a channel I look at a lot, like weekly.
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I just happen to see that the day of.
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So I do like being able to celebrate together in this group.
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Maybe also a thanks or praise section.
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Like, thanks for doing this.
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Great job on that.
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To remind ourselves to do that.
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And as engineers, we tend to focus on the problems and challenges and not the celebrating the wins.
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Are you suggesting that we add new content into this document for that, or that we just link to the Slack announcements that we've already made.
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I think it's nice to verbalize them.
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So maybe link to the Slack announcements, but also verbalize it.
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I know it sounds like a bunch of busy work.
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I don't want to do things twice.
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Maybe we add the sections and people use them as they see fit, whatever that happens to be.
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But please don't create busy work for yourself either.
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So judgment call by each person.
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Thomas, it looks like you had a Thomas and Mon, you had some thoughts on this too.
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Yeah, I like it.
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We don't celebrate enough.
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We don't do enough for team cohesion, team celebration across the board.
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And just as a corollary related thing that I haven't communicated well,
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I was hoping to add this kind of thing to our monthly section -wide retrospectives new hires, discretionary bonuses, work anniversaries, big feature releases.
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I mean, anything that we want to announce and celebrate, we ought to make sure that it's, I don't want to say shout to the rooftops,
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or shout to the heavens, but they're big deals and we don't make, and we undersell, in my opinion.
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Yeah.
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Oh, sorry.
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And hey, Fernando here.
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So I'm shadowing Wayne now just to introduce myself.
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from the technical marketing team.
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And I'll send the document right now, which is something that we do for our kind of get together team meetings.
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And it kind of shows you can you can look through it.
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I shared it to everyone on the Zoom chat, but you can see that we provide updates, the new team members and small little introductions.
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And you can see sections that we have on gratitude and actual spotlights that we show like who we're actually praising, what they've done that's good,
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and how we can highlight that because that will motivate employees, kind of really increase that morale because what we're seeing is
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these employees are actually getting recognized for good work that they've done and they're getting shout outs because a lot of times,
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at least in our team, the case is we don't really, although we work with each other, we sometimes are kind of siloed,
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busy working on different things.
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So it's good to know what everyone's working on and what everyone's doing.
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So somewhat related to what you were just speaking on, but just thought I'd share that.
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Thanks, Fernando.
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In D, so I'm not going to read all of this from Daniel Croft,
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but summarizing, he is looking for feedback on the development vision and mission and direction.
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We're brainstorming in the development department.
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on Mission Envision in particular.
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The approach is we want everybody to open up a little spreadsheet and follow the instructions, anybody interested.
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So if you're interested in doing so, it should take about 10 to 15 minutes.
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Please do it in the next week.
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Good stuff there.
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Something we covered also at the development offsite that Daniel took as an action item to follow up on.
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Thomas, you've got E.
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Yep.
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All right.
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Because I cannot remember.
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And so I'm hoping to crowdsource a little bit of configuration archaeology, so to speak.
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Is there a reason that we don't use reviewer roulette? If folks can remember.
347
The reason I'm asking is contained within that thread.
348
But that is a tool that actually is being used to track if we have enough maintainers on any given project.
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And since we don't use it, we're showing up.
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and so that's why I was that's why I'm asking
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when you say reviewer roulette are you talking about on the individual analyzers yeah
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speaking only for dash we haven't had a need for it because we have
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six engineers that's just going to roulette the same six people
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yeah rule a six sided die that's what I kind of think it is but it's
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from a larger like if the company like where do we need more maintainers is the question that the organization is asking.
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I mean I'd suggest they're looking in the wrong place if they're looking in roulette
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to see to find out the number of maintainers
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that's the wrong place the engineering projects page should list all the maintainers
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if you set up your team yaml entries correctly I would have thought that was more than single source of truth.
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apparently not so yeah
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yeah I'm looking at the chart I mean
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I think on some of these projects we just haven't filled
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it out um I'll give you like we have the API um like hub fuzz we have one engineer
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that works on it uh so we haven't gone
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and added a maintainer there because they know who they are um
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so if we trying to maintain
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that as a single source of truth we need to just go through and scrub it
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sorry seth i'm reminded
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i'm reminded of the spider -man meme with the two
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spider -men pointing at each other who's the reviewer who's the author it's it's the same person
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it's been it's been a long day so i'm a little punchy so but yes that makes sense
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so seth are you saying you you haven't added it to individual team members yaml files in the handbook yet.
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Right.
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I believe for that one, there's just no entry for it.
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I mean, we could.
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I think if you do that, that should do it.
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Yeah.
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Well, it should.
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They shouldn't be using just roulette.
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They should be using that as a source of trades.
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And I think if you've listed maintainers, that should cover it.
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A follow -up question would be, does that cover the senior plus engineers must be a maintainer requirement or not?
383
Thomas, you buried the lead.
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I took the read only off your comment there so you can announce it.
385
Well, we're going to end with the best news of the day.
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That's all.
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But the maintainer requirement, yes, it does.
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I mean, because it's required for senior plus, going back to that, is just maintaining one or more,
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I think, is the requirement, if I remember correctly.
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so i was talking about the olivier news yeah i know
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i was just making sure we were finished with the topic above all right
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and we're at time so i will move on and take
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that as a prompt yeah olivier has uh popped back on slack to announce
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that the newest edition of their family is here
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and happened over the weekend uh so uh uh so uh big big congrats to his family for that and uh
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We'll be hoping to celebrate him later when he returns to work.
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Google, thanks everybody.
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Have a great day.
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Esta aula de conversação usa o vídeo “Sec Growth DataScience staff meeting Sep 14 2022”. Este vídeo tem 398 frases e 4517 palavras para praticar shadowing. A fala dura 28:58. O falante fala em ritmo natural, cerca de 156 palavras por minuto, próximo de uma conversa do dia a dia. 83% das palavras estão entre as 3.000 mais comuns do inglês; vale a pena estudar o restante antes de começar.
Vocabulário principal deste vídeo
15 palavras do vídeo que vale a pena aprender, com pronúncia e significado:
| Palavra | Pronúncia | Significado |
|---|---|---|
| slack adjetivo | /slæk/ | frouxo |
| hire verbo | /ˈhaɪɹ/ | contratar, alugar |
| insight substantivo | /ˈɪnsaɪ̯t/ | introspecção |
| container substantivo | /kənˈteɪ.nəɹ/ | recipiente |
| introduce verbo | /ˌɪntɹəˈdus/ | apresentar |
| feedback substantivo | /ˈfiːdˌbæk/ | comentário, avaliação |
| announcement substantivo | /əˈnaʊns.mənt/ | anúncio, pronunciamento |
| agenda substantivo | /əˈd͡ʒɛn.də/ | programa |
| announce verbo | /əˈnaʊn(t)s/ | anunciar |
| scan verbo | /skæn/ | varrer |
| apology substantivo | /əˈpɑ.lə.d͡ʒi/ | desculpa |
| topic substantivo | /ˈtɑpɪk/ | tópico, assunto |
| thread substantivo | /ˈθɹɛd/ | fio, linha |
| remind verbo | /ɹəˈmaɪnd/ | lembrar, recordar |
| dynamic adjetivo | /daɪˈnæm.ɪk/ | dinâmico |
Phrasal verbs que você vai ouvir
| Palavra | Pronúncia | Significado |
|---|---|---|
| set up verbo | /ˌsɛt ˈʌp/ | preparar |
| find out verbo | descobrir | |
| get along verbo | dar-se bem, dar-se | |
| get together verbo | reunir | |
| knock out verbo | nocautear | |
| sign off verbo | desconectar, autorizar |
Frases que vale a pena repetir
Frases curtas e completas do vídeo que você pode usar na conversa do dia a dia:
- I've got the next item as well.
- We don't have to ping people ourselves.
- I haven't seen a demo of it.
- Thomas, you want to verbalize your comment?
- Is there a reason that we don't use reviewer roulette?
Gramática neste vídeo
As estruturas que o falante mais usa, com as palavras exatas do vídeo:
| Estrutura | No vídeo |
|---|---|
| Present perfect have/has + particípio passado — uma ação passada que ainda importa agora | I've asked · haven't been confirmed · haven't seen |
| Voz passiva be + particípio passado — o foco está no que acontece, não em quem faz | is called · is read · been confirmed |
| Orações relativas who / which + oração — informação extra sobre uma pessoa ou coisa | ops, which has · group, which is · evaluation which will |
Pronúncia para ficar de olho
O falante usa 159 contrações e formas reduzidas, como I'm, we're, don't. Diga-as na forma curta, do jeito que você ouve.
- Os sons de “th”: thread /ˈθɹɛd/, underneath /ˌʌndɚˈniθ/
- Os sons de “sh” e “zh”: shout /ʃaʊt/, shadow /ˈʃædəʊ̯/, evaluation /ɪˌvæljuˈeɪʃn̩/, instruction /ɪnˈstɹʌkʃən/, configuration /kənˌfɪɡ.əˈɹeɪ̯.ʃən/
- Palavras longas — acerte a sílaba tônica: apology /əˈpɑ.lə.d͡ʒi/, necessarily /ˌnɛs.əˈsɛɹ.ə.li/, evaluation /ɪˌvæljuˈeɪʃn̩/, configuration /kənˌfɪɡ.əˈɹeɪ̯.ʃən/, differentiate /dɪf.əˈɹɛn.ʃi.eɪt/
Sons difíceis para falantes de português:
- Consoante final — sem acrescentar um “i” depois: slack /slæk/, insight /ˈɪnsaɪ̯t/, feedback /ˈfiːdˌbæk/, announcement /əˈnaʊns.mənt/, enrichment /ɪnˈɹɪt͡ʃ.mənt/
- /l/ final — a língua toca o céu da boca, não vira “u”: optional /ˈɑp.ʃə.nəl/, stable /ˈsteɪ.bəl/, enable /ɪˈneɪ.bəl/, functional /ˈfʌŋkt͡ʃənəl/, morale /məˈɹɑːl/
- /h/ — um sopro suave, diferente do “r”: hire /ˈhaɪɹ/, handbook /ˈhændˌbʊk/, whereas /(h)wɛɹˈæz/, highlight /ˈhaɪˌlaɪt/, historically /hɪˈstɔɹɪkli/
Como praticar com este vídeo
- Ouça o vídeo inteiro uma vez sem falar e anote as palavras que você não conhece.
- Comece na velocidade 0,75×, faça shadowing frase por frase e volte à velocidade normal quando ficar fácil.
- Grave a sua voz e compare com o original, prestando atenção a palavras como slack, hire, insight.
O que é a Técnica de Shadowing?
Shadowing é uma técnica de aprendizado de idiomas com base científica, originalmente desenvolvida para o treinamento de intérpretes profissionais. O método é simples, mas poderoso: você ouve áudio em inglês nativo e repete imediatamente em voz alta — como uma sombra seguindo o falante com 1-2 segundos de atraso. Pesquisas mostram melhora significativa na precisão da pronúncia, entonação, ritmo, sons conectados, compreensão auditiva e fluência na fala.