Your best asset? Your team! As an entrepreneur, building the best team ever is key so let’s talk about Culture & Hiring and share experience and best practices with our two guests: - Erwan Menard, President & COO at Scality. The Scality RING is a software that turns any standard x86 servers into web-scale storage. To date, the company has raised $93M. They are based in Paris, San-Francisco, Washington, Boston, London, Singapour & Tokyo and went from 36 to 173 employees in 3 years. Erwan will share with you how they maintain a Startup culture, whereas they are based in 7 different locations and they double their team this year. - Youen Chéné, CTO at Saagie. Saagie is an end-to-end data platform that unites people, data and technologies. They gather now 23 employees (mostly developers). Youen, used to work as an architect for different companies then, he founded his own startup and joined Saagie 1,5 years ago. He is deeply involved in several Java User groups (Devox, Codeurs en Seine, etc.) and will talk about “All you need to know about the CTO”.

2. WIFIWIFI
TheFamily
code: lamifasisi

3. SHARE LOVE ON TWITTER!
#SDT

4. #SDT
ERWAN MENARD
COO & PRESIDENT
AT SCALITY
YOUEN CHENE
CTO
AT SAAGIE

5. Company Culture ?
from start-up to growth
Erwan Ménard, President & COO
Claire Forest, Culture Captain
29th June 2016 – The Family, Paris

6. © Scality 20162
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

7. © Scality 20163
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

8. What is a company culture?

9. What is Scality culture?

10. Why does the definition, shaping and promotion
of your company culture matter?

11. Our experience and learnings

12. Copyright Scality 2015
Seeing is believing
[writing and announcing isn’t enough]

13. Copyright Scality 2015
Hearing is believing
[clichés wording doesn’t get remembered]

14. Copyright Scality 2015
Be Genuine
[and the most corporate things
will convey your culture]

15. Copyright Scality 2015
Culture Irradiates
[it doesn’t stop at the office door]

16. Copyright Scality 2015
Introducing Frank Roesner

17. 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”

18. Copyright Scality 2015

19. Copyright Scality 2015

20. Copyright Scality 2015

21. Copyright Scality 2015

22. Copyright Scality 2015

23. Copyright Scality 2015
Your hiring process sets the tone
[culture fit > motivation fit > skills fit]
[everyone comes with their baggage]

24. Copyright Scality 2015
The trunk of the tree
[culture is alive and dynamic]
[“entrepreneurial spirit” > “start-up” in growth phase]

25. Introducing Scality’s Culture Captain

26. 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

27. 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…

28. It’s so much worth it

29. Thank You
www.scality.com
@scality

30. #DevoxxFR
I’m CTO bitch!
1

31. Youen Chéné
CTO@saagie_io
@youen_chene
Activist @normandyjug @codeursenseine @devoxx4kidsfr @n_w_x

32. Part I
The CTO paradigm

34. DOS pascal
assembleur
paint shop pro
shareware
SystemInfrastructure Code SellPeople

35. linux
apache
mysql
design
php
javascript (en 2002)
team of 2 contracts
SystemInfrastructure Code SellPeople

36. linux
backup
mysql
mongodb
design
architecture
java, spring
GWT
UX
servers
amazon
Suppliers
internship
Sell
CGU, CGV
websites
SystemInfrastructure Code SellPeople

37. CEO
I’ve got an amazing startup
idea? Are you in?
CTO
Oh yeah!
(I am so bored by my work at Colin Inc.)

41. linux
backup
HA
hadoop
impala
zookeeper
mesos, docker
design
architecture
java, spring
angular
php, symfony
spark
testing
serveurs
cloud
suppliers
HR, syntec
organization
agile
management
presales
contract
communication
web site
SystemInfrastructure Code SellPeople

42. Fundraising

43. linux
backup
HA
hadoop
impala
zookeeper
mesos, docker
design
architecture
java, spring
angular
php, symfony
spark
testing
servers
cloud
data center
switch
power supply
suppliers
HR, syntec
organization
agile
management
pre sales
contract
communication
web site
fundraising
SystemInfrastructure Code SellPeople

45. linux
backup
HA
hadoop
impala
zookeeper
mesos, docker
design
architecture
java, spring
angular
php, symfony
spark
testing
servers
cloud
baie
switch
power supply
steel
hardware
suppliers
HR, syntec
organization
agile
management
pre sales
contract
communication
site web
fundraising
SystemInfrastructure Code SellPeople

46. linux
backup
HA
hadoop
impala
zookeeper
mesos, docker
design
architecture
java, spring
angular
php, symfony
spark
testing
servers
cloud
baie
switch
power supply
steel
hardware
suppliers
HR, syntec
organization
agile
management
pre sales
contract
communication
site web
fundraising
SystemInfrastructure Code SellPeople

47. Sys AdminNihilist Developer Data Scientist
Crazy Hacker
Star d’UX
Data Analyst
Agile
Lieutenant
Ninja Reverse shellPost’It master

48. Think systemic

49. Think systemic

50. Part II
The missions of the CTO

51. 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

52. 1 - Execute the vision of the CEO
CTOCEO

53. 2 - Align the product to the market

54. 2 - Align the product to the market

55. 2 - Align the product to the market

56. 3 - Help organize the company

57. 4 - Manage technical debt

58. 5 - Scale the company

59. Part III
Shadow part of the CTO

60. Pre Sales

61. CEOs

62. Being a member of the board

63. JEI, CIR, BPI, …

64. « Agences digitales … »

65. … are not so digital

67. Part IV
To the infinity and beyond!

68. Super product owner

69. Incremental release … for real!

70. 3 month 2 month 1,5 month 1 month 1,5 month

71. ASSHOLES

72. ARCHITECTS
MEETINGS

73. QA

74. PROJECT MANAGERS

75. GANTT
ESTIMATIONS

76. Super Manager

77. Power to the Developers!

78. Auto-Organization

79. MISSION

80. WHY
HOW

81. Delegate technical debt
management
to the developers

82. Provide the best tools & conference

83. Project
manager
People
Manager

84. Grow a coaching and goodwill
culture

85. Let’s experiment

86. Free creativity and innovation

87. Part V
Find your CTO

88. #DevoxxFR 59
A bad paid trainee is not a CTO!

89. #DevoxxFR 60
Hire developers is hard!

90. #DevoxxFR
Meetups, talk to developers!
61

91. #DevoxxFR 62
Good CTO, Bad CTO

92. #DevoxxFR
CTO
63
Product Management
Management Perfect
Engineering
Technology fashion
victim
Entrepreneurship
Quick & DirtyOrganization
Customer oriented

93. #DevoxxFR
Start a small project together
64

94. #DevoxxFR
Communication is key
65

95. #DevoxxFR 66
Include it as co-founder (with shares)

96. #DevoxxFR 67
www.ctbro.org @c_t_bro

97. PS : all pictures have been stolen on the world wide web
Questions?

98. SEE YOU SOON!
LOVE.
THEFAMILY.CO