Yearly Archives: 2010

OpsCamp Debrief

I went to OpsCamp this last weekend here in Austin, a get-together for Web operations folks specifically focusing on the cloud, and it was a great time!  Here’s my after action report.

The event invite said it was in the Spider House, a cool local coffee bar/normal bar.  I hadn’t been there before, but other people that had said “That’s insane!  They’ll never fit that many people!  There’s outside seating but it’s freezing out!”  That gave me some degree of trepidation, but I still racked out in time to get downtown by 8 AM on a Saturday (sigh!).  Happily, it turned out that the event was really in the adjacent music/whatnot venue also owned by Spider House, the United States Art Authority, which they kindly allowed us to use for free!  There were a lot of people there; we weren’t overfilling the place but it was definitely at capacity, there were near 100 people in attendance.

I had just heard of OpsCamp through word of mouth, and figured it was just going to be a gathering of local Austin Web ops types.  Which would be entertaining enough, certainly.  But as I looked around the room I started recognizing a lot of guys from Velocity and other major shows; CEOs and other high ranked guys from various Web ops related tool companies.  Sponsors included John Willis and Adam Jacob (creator of Chef) from Opscode , Luke Kanies from Reductive Labs (creator of Puppet), Damon Edwards and Alex Honor from DTO Solutions (formerly ControlTier), Mark Hinkle and Matt Ray from Zenoss, Dave Nielsen (CloudCamp), Michael Coté (Redmonk), Bitnami, Spiceworks, and Rackspace Cloud.  Other than that, there were a lot of random Austinites and some guys from big local outfits (Dell, IBM).

You can read all the tweets about the event if you swing that way.

OpsCamp kinda grew out of an earlier thing, BarCampESM, also in Austin two years ago.  I never heard about that, wish I had.

How It Went

I had never been to an “unconference” before.  Basically there’s no set agenda, it’s self-emergent.  It worked pretty well.  I’ll describe the process a bit for other noobs.

First, there was a round of lightning talks.  Brett from Rackspace noted that “size matters,” Bill from Zenoss said “monitoring is important,” and Luke from Reductive claimed that “in 2-4 years ‘cloud’ won’t be a big deal, it’ll just be how people are doing things – unless you’re a jackass.”

Then it was time for sessions.  People got up and wrote a proposed session name on a piece of paper and then went in front of the group and pitched it, a hand-count of “how many people find this interesting” was taken.

Candidates included:

  • service level to resolution
  • physical access to your cloud assets
  • autodiscovery of systems
  • decompose monitoring into tool chain
  • tool chain for automatic provisioning
  • monitoring from the cloud
  • monitoring in the cloud – widely dispersed components
  • agent based monitoring evolution
  • devops is the debil – change to the role of sysadmins
  • And more

We decided that so many of these touched on two major topics that we should do group discussions on them before going to sessions.  They were:

  • monitoring in the cloud
  • config mgmt in the cloud

This seemed like a good idea; these are indeed the two major areas of concern when trying to move to the cloud.

Sadly, the whole-group discussions, especially the monitoring one, were unfruitful.  For a long ass time people threw out brilliant quips about “Why would you bother monitoring a server anyway” and other such high-theory wonkery.  I got zero value out of these, which was sad because the topics were crucially interesting – just too unfocused; you had people coming at the problem 100 different ways in sound bytes.  The only note I bothered to write down was that “monitoring porn” (too many metrics) makes it hard to do correlation.  We had that problem here, and invested in a (horrors) non open-source tool, Opnet Panorama, that has an advanced analytics and correlation engine that can make some sense of tens of thousands of metrics for exactly that reason.

Sessions

There were three sessions.  I didn’t take many notes in the first one because, being a Web ops guy, I was having to work a release simultaneously with attending OpsCamp 😛

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Come To OpsCamp!

Next weekend, Jan 30 2009, there’s a Web Ops get-together here in Austin called OpsCamp!  It’ll be a Web ops “unconference” with a cloud focus.  Right up our alley!  We hope to see you there.

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Book Review: Smart & Gets Things Done, by Joel Spolsky

Joel Spolsky is a bit of an internet cause célèbre, the founder of Fog Creek Software and writer of joelonsoftware.com, an influential programming Web site.

The book is about technical recruiting and retention, and even though it’s a small format, under 200 page book, it covers a lot of different topics.  His focus is on hiring programmers but I think a lot of the same principles apply to hiring for systems admin/Web systems positions.  Hiring has been one of the hardest parts of being a Web systems manager, so I got a lot out of the book and tried putting it into practice.  Results detailed below!

The Book

The first chapter talks about the relative effectiveness of programmers.  We often hire programmers and pay the good ones 10% more than the bad ones.  But he has actual data, drawn from a Yale professor who repeatedly teaches the same CS class and assigns the same projects, which shows something that those of us who have been in the field for a long time know – which is that the gap in achievement between the best programmers and the worst ones is a factor of ten.  That’s right.  In a highly controlled environment, the best programmers completed projects 3-4 times faster than the average and 10x faster than the slowest ones.  (And this same relationship holds when adjusting for quality of results.)  I’ve been in IT for 15 years and I can guarantee this is true.  You can give the same programming task to a bunch of different programmers and get results from “Here, I did it last night” to “Oh, that’ll take three months.”  He goes on to note other ways in which you can get 10 mediocre programmers that cannot achieve the same “high notes” as one good programmer.  This goes to reinforce how important the programmer, as human capital, is to an organization.

Next, he delves into how you find good developers.  Unfortunately, the easy answers don’t work.  Posting on monster.com or craigslist gets lots of hits but few keeps.  Employee referrals don’t always get the best people either.  How do you find people, then?  He has three suggestions.

  1. Go to the mountain
  2. Internships
  3. Build your own community

“Go to the mountain” means to figure out where the smart people are that you want to hire, and go hang out there.  Conferences.  Organizations.  Web sites.  General job sites are zoos, you need venues that are more specifically spot on.  Want a security guy?  Post on OWASP or ISSA forums, not monster.com.

We do pretty well with internships, even enhancing that with company sponsored student sourcing/class projects and a large campus recruiting program.  He has some good sub-points however – like make your offers early.  If you liked them as an intern, offer them a full-time job at that point for when they graduate, don’t wait.  Waiting puts you into more of a competitive situation.  And interns should be paid, given great work to do, and courted for the perm job during the internship.

Building a community – he acknowledges that’s hard.  Our company has external communities but not really for IT.  For a lot of positions we should be on our our forums like fricking scavengers trying to hire people that post there.

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