Hello everyone. Thank you for coming to the afternoon listen to my speech. This is my first Drupal Camp's Plantation so excuse me by language because the English is not my first language sometimes my Pertunculation may be not perfect just Tell me if I'm not talking loudly enough if you not hear me So my name is Yen at working for Dijokina. I'm the development manager over there and people probably over here I was like all those animals floating around so How to pronounce it is it pronounced a itkina now itchina not like it's itkina What is itkina is? Australian and either animal this is very unique resourceful adoptive. That's over the company mascot Where we located we look in Linda, Ontario. We have a currently 14 employees Welcome to everyone to join us in the entire Ontario to give a tour. We have a beautiful office over there And we love Drupal. That's here today We want to talk about how to build a Drupal team a co-spasive Drupal team and what skills that They need and for the Drupal team and what roles they're going to play and the second one I'm going to talk about Drupal team recruitment strategies how to hire the Drupal talent My third topic will be how to sampling and maintain Drupal teams that performs So the first one Drupal project team roles and skillset A lot of Smurfs and people in here in Kina knows I like Smurfs And what's like in common with Drupal and Smurfs now just because they both blue they also born in Belgium and there's a three things I love from Belgium Drupal Smurfs and Belgian chocolate and Smurfs they unique each characters that a little bit different and have a fast smurfs here a small information Project team need five rows at least minimum. You need two rows a technical lead and project manager And if you project a little bit slightly bigger, you know still small You can have a junior developer on your team a seamer or slash web designer and the QA person or Person or who could be combined with one of the rows in early age in Kina when we only have 10 people that time RAPM is our QA person. They did an amazing job I can't believe I joined the Kina six years ago RAPM I should do QA's and Now we are 40 we are have ultimate testing and we have 20 developers now and managing and so With the team is growing and the dynamic changing. This is for fit for small projects How many of you here are from web agencies? Can you raise your hand? And how many people here are from like in-house like you're working for a Drupal in-house? Okay, how many people here are managers? Okay It's interesting for small teams for you in-house You really you have a smaller team and for the web agencies you kid Starves a 10 to people Drupal shop or you could go to 40 and 100 Drupal shop and then your project team is slightly different because the size of your company also the size of What do you need for your projects in-house? Maybe you don't have many people in house like five and ten and then you Sometimes hire contracts like us to help you to support two more complex tasks But as every company like a web company grows and you're getting bigger project and what's your large team going to look like for a project team you get more roles and In your technical team you have technical architect and technical lead You have senior developers or intermediate developers and you have a junior developers Why we have junior developers in the small Implement team also in the large you need junior developers because You know we need to train people we need to get entry-level people from the college to learn Drupal Drupal is hard to Find especially in later Ontario is a small and there's not a lot of Drupal developers So we start to train our own Drupal developers from the people right from the college They're really good with front end. They're really good with back end All we need to do is get them on board with Drupal so we also you take workload of the senior developers and Technical leads if you don't want to overload somebody and you'll burn somebody out with so much work So you want to even out the work between the senior and entry and get both Learning time and also you guys similar and web designers in Kina. We have front end also our web designers They can do Designs in their browser. They now just know how to see them. They know how the your eye prettiness they can do responsible design they can do mobiles and Because the response to design a lot of time is much easier. You can design the browser and In large team you can add the functional manager like myself like they'll manager They'll manager mostly focus on people not much focus on the project They leave the technical stuff to the technical architect. I'm being seen a developer When we initialized drawing Kina for two years after two years and be Promoted the manager to help in the upper to grow and in the beginning when we're smaller I was doing 70 coding 30% management then change to 50 to 50 and then two three years ago Which I change to no coding at all Some can't be saying like I can't really do a presentation about module development because I haven't touched more than four straight years But I know jupo. Wow enough because I was using jupo seven for many years I've been doing from front end back end So I know all the spectrum of the our people the skill set and Then we have a project manager team on the large-scale projects engage manager. It's a In Kina we call them account managers The words engage manager this I borrowed from Some books I learned from while doing some research and you have a project managers You have a QA person or come entire team share some of the QA rows and Plus automatic testing you can say a little bit time out there and look at this Smurf. We got a bigger team here There's a lead And the skills of the element those are not specific to jupo Like PHP HTML CSS JavaScript and virgin control like get and my skill infrastructure And their skills that Requirement for each rows are slightly different That's the difference between technical architects and the seniors and the upper back and front end the technical article It seemed I spurred on the most the back end only slightly like Intermediate on the CSN JavaScript. They are really good with infrastructure. What is for structure is mostly about thorough configuration caching Understanding what's performance and we have a lot of a good back-end developer really in depth in those and Of course, if you use RKL or pentium, they save you lots of time on the dev-out stuff and JavaScript is requirements like throw out in our front-end developer in Key now we call mid-end they highly skillful in the JavaScript level Midlands probably only key not so I didn't put here In key now we have a front-end mid-end and back-end what mid-end means is usually the people of graduate from what you mean Design that really get with front-end technology. They can do same thing They can do module development even they're really good JavaScript only thing you really they don't do is design the browser or complex like Compass migrations But they are in between that very flexible. They can back the front-end people up when friend people like a little bit on Vacation or say they can back up the back-end people up So we have each team you really have one front-end one back-end probably two had two mid-end So those are Drupal specific skills here is the first what Drupal community in moment Is you can even you don't have to be a coder to you about Drupal community? One time Scott is teaching me how to write If you could Drupal like the summary I thought they'll be easy I can help in a Drupal company by re-read issue summary after I Tried the one that will take me like two hours because I had to read everything go comments and try the summary bag and take Screenshots you had really understand the issue, but that was really helpful after I Did read issue the summary and then Dries read it. It's like oh, this is like really good right and you don't have to be technical to get involved in the Drupal community and there is a content modeling and set building and Seeming Arti tech and planning and custom module development and performing security those roles of our Drupal Pacific So the set building part and content modeling part you already shared between the seamer and the backhand We don't really have one person only do set building because for the front there per you need to know set building For the multi-dial per you need no set building So it's like a shared role and the requirements for each real project managers Oh, the visual designers are doing it out per the developers are different this chart I didn't made it up. I borrowed actually from e-book. Okay. I published a couple years ago talking about the Drupal rows You can check it out on our case if you just 13 Drupal teams you can find this So how many people so we know the rules and skills that how many people you think you need in Drupal team But less than 10 it doesn't help make this Tens a good number or less than 10 you don't want to get too many people I'll tell you why later and even number you already work good two four six eight ten per project a Lot of people thinking and the team of coach you probably thinking more people probably can deliver a faster product I'll tell you a story saying a Story I find really intriguing. I hear a few presentation in the Drupal committee talk about It's called a project or the baby would be delivered a Client is the one who doesn't know why they even want a baby a Project manager is a person thinking a woman if I put a night woman they can deliver this baby in one month and Designer what designed baby with straight arms and then one like inside us jump is a doable and A Diaper is a person thinking this baby only take a four months to get you know delivered or maybe 18 months and The tester is the person who always tell his wife. This is not the right baby. I Like to use this story because it doesn't mean you put more people in a team You're going to produce a much higher quality project or faster You need each rows and you to know yes, they do have their backup rows But you only need you want them to concentrate on a bigger project. You don't want to get too many people in one project team I'm not talking about team as the entire company. I'm talking like a project specifically and Easy to communicate when you have nice people Before I move on to the team build hiring Talk about why is it even numbers? This is something I didn't put in the slide because I think this is my own theory. I Think two people four people six eight. There's a work better. Why look at friends You know anybody watch friends here or there's six people, right?  There's four girls Why is even number because they work better like two to them can go out like even the outbursts To do they work together really well the companies say each other and four people get what you have three You know, sometimes I already saw front end one front end one made them went back and perfect team But sometimes doesn't work out. I feel like there's one person always do a sudden more Like it's there's the confusion. You really like even number work well, but this is my own theory So I didn't I kind of afraid to put in the slide If you said my actually odd number team work much better, then I don't have a proof And you do need a coach Why you need a coach coach is not the person who Really serve the client. They are the person who serve the people on the team They make the team where it Contents cosifs like cheerleaders and like a sports. I don't really watch them as sports But I watch a soccer like a life soccer one was younger. There's obviously a coach. They are not stars They are not Like the drill for the overdose the talent stars the other coach they're behind the scenes Maybe they used to be stars, but now they back on the field they helping the team and Identify their strengths and have the team be successful and those people focus on people are not focused on project or client a lot of Company party want to think that's all the managers focus on the clients now focus on the people work for you Why you focus on the people because those people who work in a team? They are the frontline people they're going to make the client feel good if they are happy, right? So your your coach is focused on the people so now that's based so why we find those talent people? I'm going to talk about next so there's five steps to finding your Drupal developers review current needs Depends on how big Size your organization. What do you need? Review the people you already have don't just go out say you're not gonna hire branch like new batch of people Going to be wonderful the grass always greener on another side, right? Like the other developers look so cool. Let's replace all our developer already have that's not happening You should look the people you already have and look at the people's like What's the people already have other strengths? can find the components setting their skills that people to help them to learn and Very often you can't find the people who are just make your needs so you really identify your need and think about it Don't just find anybody randomly, right? Define your requirements and what you need is the backend or mid-dent or you don't know yet Is that full stack? It could be a Drupal developer who Have many years experience in the Drupal community And maybe you need that or you maybe just need entry because you need there's a lot of workload You want to bring somebody in to learn how you work and train them? And maybe you want to meet intermediate people who already know Drupal but just not You know To the senior level yet and you want to bring them in so you need to know your needs before you hire them And why don't you next with the job descriptions? If you just say I want a backend developer Drupal module developer It's you narrow your job description. You you could pay a post Like a Drupal job That way you get more applications And once you talk to them you'll find out what they actually really good at it or what they want to do focus on And sometimes in the placate like company like us in london terrio to finding Drupal people It's the heart so usually we'll put php backend developers or front-end developers That way you're waiting you're posting you get more applications and you can talk to them Do interesting open source technology There's a lot of talent people that good with front-end or back-end and they can learn Drupal I know it's a little bit learning curve for Drupal 7 special six, but Drupal is coming out and go to the symphony Community finding your backend developer over there It must be easier because people already Understand symphony it will be easy for them to adopt in Drupal 8 and then already know composer They already know the latest technology. They already know how to work object oriented php And you don't need to worry about it They had to like take a long time to learn Drupal. That's why I love Drupal 8, right? and also your It's writing your front-end as well for this Drupal 8 because you're no longer tied to the drupal-ness of the arrays and you get twig and you get all the services You get this on you can hire more people who have more skills that not Pacific to Drupal And where to post your jobs You can post in the Drupal Job board and you can post the Drupal job on your slider You subscribe to if it's Drupal Pacific or post on your linking and that sometimes get you better results because they were close to the people who already in that Premature and To linking get really smart and they'll present you at running from the people may looking for the job and have exactly the needs you have And the next step the last step is for evaluating the applications And usually we ask for linking profiles. We don't ask traditional resume anymore That way we can see the person, you know the historical and network and the really About where they do they have a github if they are a developer who already out of school a couple years Don't require too much out of fun like a you know the college student saying you have everything Something called student maybe just have a website which that's a good enough And you want to get their website and take a look their code And if they don't have websites and some people seeing it up or maybe they don't have blogs They haven't do that redo their website For years like myself my websites have a one splash page for past few years. I haven't even take it down And what do you ask them like code resource like core source? You can review and I don't review the core source if it's front end I ask our front end need to review the core source visit module I'll ask our back end to review the module for me and ask them What do you think what they're called good and but if we're like people just graduate from college do you really Only look at our code source and their resume because they You want to look you can ask preference from their professors In the classmates and how they work. So that's like a five step to hiring So what's the important when I hire people? honesty It's the most important thing one for you're looking for a candidate and hardworking team player Passioned about the technology they're using and self-motivate nothing better than self-motivate And there's people motivated by different things But if their self-motivate it's it's better to easy to work with and the communication skillset They don't have to be like like our pms that Super in communication the offer doesn't need to communicate well enough internally And they can comfortably talk about tickets and talk about issues And code qualities and the last is the skillset and work experience Work experience will gain over into the years and skillset can be trained by the top For a self skillset it's really hard to train once you hire the person, right? I love this code Dries one time mentioned he's a blog post too That's how I can hire people too like hiring promote the first on the base of integrity And second on motivation certain capacity force for understanding faithful knowledge and the last and last is the experience people I had a lot of arguments on Dries blog about You know people experience is good. Yes experience is good But you also need all the other things like without honesty really It's really hard to work as a huge team. You're not a solo developer anymore So you talk a lot of hiring you find your First we identified the Drupal team roles and skillset and we hired those people So now the next very important step is building a team maintain the team and then make team performance That's probably the most important part of the team The first one is very important for building team buildings individual empowerment This is in the very talented Wipe developers or creatives In individual empowerment is very important They are everybody should take responsibility for their own performance a hundred percent. They are not Like traditional factory occurs and being told this example line.  They want to that's why they pick this job, right? They want to make an impact. They want to feel fulfillment. What make them feel fulfillment? Yes, the compensation salary That's meet their basic needs once they bypass that They can meet their salary meet their lifestyle what they Like important to them is the value the impact they can make to their projects and to their companies And the project they work sometimes are more important and is that their interest? And people are not resource I made this mistake I have a spreadsheet called resource scheduling And I think it's my resource going to be perfect schedule them out But very quickly I found out people are not resources not not piece of material you can swap and exchange quickly And just like okay, it doesn't work. Let's jump with the being it doesn't work that way People are human beings first on you respect them. They are not resources Everybody is different even the front then in between my friend and they have different Interests they have different strings and some everybody is slightly different. You need to find their needs And put their strings and want their weakness strings is Something to good at it a lot of time we do performance A reviews and the tradition of the I improve you This improved that it is something like their character. They can change Why focus on that let's focus on there with the good at it and tell them how you can make maximum with your good at it to the highest level People change slowly on by their own veils not change by you telling them to improve their weakness And I came and changed my own son my son Since after part is five. I think his character said he's on his he's pretty stubborn I can't tell him to change the way I want so Only person you can change yourself And difference between groups and teams a team growing and learning together team Not just as group individuals I put in team talent people together doesn't mean you're going to have a talent team Look at this. There's the individuals. They all go have a different goals So they're the results are different very small and only time you get team focus on one result They all work together. You get big results. So on the right side Is a team on this side just a group of people So you need to recognize what is difference between a good team a group of people Fully function product team has those attributes Common goals and clear spider results that have been great up on Not just you would what you told them to is actually they'll probably up themselves and mutual accountable responsibilities and neutral learning and the common neutral skill set and clear identifying responsibility and roles frequent open communication sharing ideas Mutual respects accept and value the differences and serenity of sex Common skill set is very important. Sometimes people would say I'm really good at this It's I really not good at that But I'm kind of afraid to share my weakness when it's my teammates But you want to share because sometimes your teammates what you're not good at it I choose the opposite somebody good at it and they actually enjoy doing that Don't assume just because you don't like doing it and nobody else like to doing it That's why a team work together where you can choose big things And share my ideas and respect each other and they recognize you are different. You don't have to be same You are not clones Talk with clones. I had a joke like a couple years ago like In past few years every time I get busy.  They're like so good. I can't clone you and every time The developers the moment you mention clone somebody and feel like we are overloaded So don't clone people and hire people hire people that different That's just for stage when you're building a team This is like in the project management like books for years And this I think these days still applies apply to any team not just the Drupal project team I put Drupal just because it's match this environment There's a fourth stage like forming storming norming and performing So when you're forming a team your result is it's kind of Mid-low and you're going to go to a storm Any team when you form together there's going to be conflict You need to resolve the conflict as soon as possible Then the storm more to norm and then slowly go to perform again So you need to give the time the team just examining together over years We had between team structures every couple months with all you know, that's this doesn't work out Let's do another way. So every time I redoing when we redoing that we Form again storm again normally gain we perform again And every time you add a new team member to your team it start right from the beginning it start to form And storm and norm and then go to performance. So just Pay attention with that and be patient and work with your team to achieve that performing stage And once you hit that stage Don't thinking you're going to stay there forever because project change you may have to Dis resemble this project and change another so you just start low again So all you can do is shorten the time from forming to performing What hot how to short that time from You know storming stage that bypass that then go to the performing stage The very important is trust empower both individuals and team and clear grab on goals and good planning and system and the leader who support the process and the empathy communication I've been busy communication is thing for others because we are different individual my background. I'm chinese I'm emigrate for 15 years ago. I might culture that background is a little bit different and my team's very symptom I'm not sometimes they're making, you know, not some american jokes. I don't understand but they They're just like, okay, we all know you're different But you know, I sometimes I'm thinking it is like culture different. It could be just generation difference But everybody's different Keep the empathy in mind when you're thinking for others and And conflicts are resolved quickly. Don't leave it something you You feel there's a conflict try to resolve it right away and don't try to use you word when you resolve a conflict Try to use like I see this as an issue But maybe you see differently and then again, I use you it's very hard to want to use you Because when you're using you there's something I learned from the leadership program is become personal You try to attack in this person. It's about you So sometimes if you both look at this is the issue we both look together We can stop together. It's not about you or me. So that way you Can stop the conflict quicker Accountability and training we try to onboarding our new developer by bringing the co-ops and internship We tried I was talking to Matt early on how to train internship. We're giving the video to watch. I think Next step we need to do a little bit better on that Be patient and flexible and creative thinking and maintain change Like managing the change exactly because when you're Forming a team there's a going to be a lot of change happening So I'm precisely going to talk about just trust right now. Why put trust out? Trust is the most important when you form a team from the beginning stage So how to gain the trust how to gain trust from each other clarify your committee commitment You know of term expectations and deadlines if you don't tell people What is per day deadline and just expecting them to know about it? That's not right right and getting know the people and how they feel How they feel sometimes is very important People will forgot what you say what do you do, but they never forgot what how you made them feel so be sensitive especially you are the manager or leadership And utilize the time of the people and understand what they are strong strengths is and utilize that And asking input and assistant it's great to ask help I get my daughter help me do all type of things and in the beginning I wasn't Delegate enough and now I'm just getting them to help me And they know I'm not really good with modular minimal And I'll just ask them to help me so what do you think? What's your ideas? Can you help me estimate this? Sometimes maybe you get estimate a little bit too low or too high But you get Assistant you ask them how you have some input and they feel a little bit valued and apologize When you make a mistake, nobody's perfect, right? We all make mistakes We maybe didn't follow through something we said then we just make an apology and to be honest tell them why we didn't make the mistake And listen to people listening the great skill set to have and thanks everybody sitting here to listen to me talk This is a great I like talk but I was like they had talked too much, but this is a presentation so I could talk Take care of little things and take Make the positive differences sometimes It's just a little words when people do something achieved really good You want to say thanks to them? Thanks doesn't cost you anything. Thanks is great and people feel You know be valued And being honest and displayed integrity is very important as everybody so that's you gain There's a some fact there's a more fact of belong this to gain the trust once you Gain the trust your team members everybody support each other Even sometimes you had a bad day and your team will back you up Another thing is because when you form a team the teams are changing. There's some mis-effect about change about a team A miss is more information will help people change. Nope The right information will help people change This is the interesting I learned from recent article I read on the linking We are changing our teams right now We constantly changing We try this you know changing team structure to fit a bigger clients And we're thinking maybe I was thinking if I get information People are going to understand the change's importancies But I was after read this like right information how people change It's not everything you share is about the right amount What important information you share? and another miss is People don't like change round again People don't like change impose upon them if you involve the people in the change You ask their feedback you ask them for their views Then they feel like I'm a part of this change. I feel pumped for this change And another miss is change event is like a birthday a wedding. It starts somewhere It will have a stops. No that's wrong again Change is constantly like team changing is constant. There's no end. There's no perfect thing There's a beginning now the team change to perfect In the end to summarizing what I say is The trust the belief is important This is a human psychology Another thing I learned from the leadership program. What do you believe it could often change your attitude? And your attitude going to affect your behaviors and your behaviors going to reflect on your result And the result going to reinforce you to believe something you believe in the beginning You want your team to believe The team is cohesive and we can make a performance but you can't Change what they believe can I physically to change somebody's belief? No, you can't it's within You only can influence their how they believe you cannot change what they believe and then Start changing yourself and just slightly edge So it's my little smirks. I call question or discussions because I would like to learn from you guys Anything you have So I think there's two new jobs that our jobs goes I didn't see up there which was The DevOps as well as system it Can you talk more about that or group them in? DevOps system means we just start that internally because we're using okay and pan down Black mesh we have different hosting environments We don't have before we don't have like delicate like system in our DevOps but we do have two developers on staff really interesting DevOps and System means and they start to learn all the technology on their own And we start and give them a little bit time to get more into the DevOps It's not a full-time job right now in at least in Kenya And we try to work with pan down like using their like Staging has to do almost the world work and our DevOps as per the Guestman learned about by himself and we have one automatizing person who learned all the automated testing those things are something like as we growing we start looking to we try to do a lot of automated tools and when our co-ops usually is from the program and this program helping us a lot with servers and we have our system is like use a majority they do in backend and Then when we need them like when doing solid installations or like out that integrations That's our system and come in And but we don't have like one person just doing only that so And that answer your question or Yes Test you mean like we only take accurate tests From we have field the opera take aqua test and we had apparently the most we have three grandmasters And those triple tests would take talk what test In the beginning when I hire people I used to let them write a written test I don't think that's really value how good they are coding still because just multiple choices so and I'll we do the code reviews and I was seen at the opera world review the commits on the Our we use big buckets, so they will do a progress and to review the code Most time we don't have like Like exam to say Beside aqua test, I guess from the Drupal point of view Interview process as I said mentioned earlier, we do have like a written test in the beginning I kind of not using that recently I feel like There's a lot of people kind of use similar questions about because the interview test usually We mostly for hiring entry levels in the beginning we use It's all testing for php hmail and css. It's not really Drupal related Pacific because most people they just out of school. They don't know enough Drupal yet We do that. I find that's not really effective So I kind of recently haven't used that for a while Talk about the interview one thing I want to share is One time I did a failure. It's called I did a group interview for a co-op I thought Sometimes the interview I really we have a lot of co-ops in our every year We at least have one course co-op for four months So straight in a year we have three co-op goes through the four months program for the application program And they'll have a lot of applications from the school When I start to save time I do a group


Tarzan and the Diamond of Arshere. Tarzan and his friends are in Arshere, the forbidden city. In the great pyramidal temple of Maachu, where Wolf has been killed, Helen Gregory and Magra are held by King Suten. To Tormund Larsen in the ceremonial hall appears the hideous flaming mask of death. It speaks English, prophesying their death before the next full moon. Tirah, Queen of the Hesse hair, offers Tarzan and his friends their freedom, if the ape man will bring to her the father of diamonds. Tarzan agrees, and as he and Don leave the Queen's chamber, they meet Tormund Larsen running from the horse-voiced threat of a guardian ape. The three men follow Tarzan back to the ceremonial hall. The ape man approaches the white casket, raises the lid. He reaches down to lift out the golden disc. As he does so, not one but two of the prehistoric monsters leap from the depths of the pit and shoulder to shoulder charged directly for him. With crooked fangs bared, wicked red eyes gleaming with rage, they shriek their blood-curdling challenge. You cannot fight them both, stay where you are already! So quickly that the eyes of the three men who are watching can scarcely follow his movements, Tarzan slips the brass rope from his shoulders. Running new swirls up and over the ape man's head, snake-like it twists and swirls in rhythm with the steely wrist which controls it. Tarzan came in, but they need going to the earth. Watch, Larsen, watch! The two great brutes shore of their prey leap forward with the speed of light. Tarzan's rope crashes through the air. It hovers for the flesh of the second above the heads of the advanced monsters with wide noose.  Tarzan plaits the rope. And, yes, like a cowboy, yes, showing us the air. This is miraculous. Tarzan leaps behind the great tower. Had the brutes crash into it, he circles pillar and ape, smashing the two helpless monsters securely to the stone column. No, no, no, quick! Come down there and see if there are any more apes. Oh, don't do, Tarzan. I shall look. No, I can see no others, but sorry! Right, I got the diamond. Come on, Tom. They've been right behind you, Tarzan. Meanwhile, Helen and Magra, in their barbarically splendid quarters, discuss their hopeless situation. You must not antagonize the king, Helen. He is all-powerful and we must be diplomatic with him. We're probably right, Magra. But I simply can't do it. Think of Brian worse than dead. And what have they done to Paul, Tarzan, and the others? Right now they may be suffering tortures. I know, dear. But to antagonize the king openly only makes matters worse for us. We must do everything, anything, to gain time, to put off this double marriage as long as possible. Tarzan will find some way of saving us, I am sure. No, I hope so. But do you think Hakeru can... I have faith in Hakeru. I do not believe he has forgotten that Tarzan saved his life. But, Helen, he does not dare dispute the word or will of the king at least openly. No, no, of course not. If I only knew that Paul and Tarzan were trying to help us... Shh, the door is opening. We greet ye, Helen Gregory and Magra. I tell thee, Hakeru, the beauty of these two maidens is such as hath never been seen in Hakeru. Thou speakest truly, O arteth. To what do we owe the pleasure of this visit, your majesty? Hm, we come to tell ye that the day is not far distant when ye shall become the brides of two of Hesihari's noblest sons.  Hate is akin to love, Helen Gregory. They lie but her hairs breadth apart. Soon I shall teach thee the difference my beautiful queen to be. Do you mean that the day is set, arteth? Even so, I, arteth of the Hesihari, have decreed that the ceremony shall take place at the annual unveiling and elevation of the father of diamonds. When we stood before you in the great hall, there was a woman beside you. Was she not the queen? Aye, and she still is, but not for long. By what you mean? On the day thou and I are wed, Tyra shall no longer be queen. But, Suten, arteth, it is against all the laws of the Hesihari. Silence! I am Hesiharia. But now, Helen Gregory, I am come to discuss thy wed. What shall it be? From you? I want nothing. No, King Suten, if there's any kindness or decency in you at all, please, please break the spell that holds my brother Brian. Hmm, it may be done. Oh, thank you. If thou comest willingly to share the throne with me, has thou no wish, Magra? I ask only that you sit free before men who came here with me. The fate of the stranger within the gates of our share lieth not holy in my hands. There be the council of thirteen. And what do they say? Their decree shall be made known to ye and to thy friends at the unveiling of the father of diamonds. Didst know that the man called Wolf hath already met his death? Wolf did? We did not know how was he? With the hands of the guardian apes, because he attempted to steal the great diamond. But come, Hakeru, the council awaits. We must complete the details for the punishment of Tarzan of the age. Be not afraid ye women of the outer world. I have not forgotten that I owe my life to Tarzan. I come, O king of kings. Back in the corridor, leading to Tehran's quarters, Tarzan, clutching the heavy golden visc, races along ahead of his companions. Breathlessly they arrive at the copper doors. Tarzan indicates a stone, lighter in color than the rest. That one, Dono. Quick. In, hurry. Close the door at home. Yes, here it is. Place it here at my feet. And now I, Tehran, am mistress of the hessie hair. The council of thirteen shall henceforth obey my behead. That's all right, Tehran. I know all about what this diamond does for you. But what about your promise to me? Tehran, doth not forget to Tarzan. But first, the sacred gym must be cared for. Ah, the hours! Look at those fellas. Where did they come from? It's been like, like... Like magic, eh, Larsen? Of a truth, Monsieur Tom, they did appear to materialize from, from nowhere. It takes three of them to lift the disc, which Tarzan carried alone. They've been taking it behind the queen's chair into another room. Halfway by Larsen's broad back, Tom's covetous eyes follow the progress of the golden disc. Presently, the white-clad figures vanish as silently as they appeared to a door at the far end of the spacious chamber, and Tehran faces the four men. I am in my debt, Tarzan of the Eighth. A few days, and I alone shall reign supreme in our share. Thy wish shall then be granted. A few days, O daughter of the son. I dare not show my conquest to the unveiling of the father of Dam. Ah, that will be a sweet revenge upon Souten and his consul. They will open the casket and find... Not! And now, what about Helen Gregory? Having the diamond, you should know if she is here. Is that right? Oh, not until I have gazed into its depths through the blue veil, which I may not do until the time of the unveiling. I will then know where to look for the woman. And what about Magra? I have learned that she is even now not far from here, in the quarters of the Artef Souten. She too must wait. No, Tira. There'll be no more waiting. We'll get her now. Where is she? But she dare not enter there. I beg Tira, tell me where I may find Magra. If ye will go, see ye under small door with the symbol of savage face? What of it? It openeth into a secret passage, which leadeth directly to the chamber where Magra now is imprisoned. Then open it, that we may go to that chamber. Very well. But remember, if all happens to ye, Tira is not to blame. Open the door. As ye wish. Come on, Dono. Tom, Larson. As the free men approach the open panel, Tira smiles wickedly. She turns and walks quickly to the room where the father of diamonds now lies. Behind her, Atan Tom cautiously, silently follows. The queen touches a block of stone. It swings aside. Behind it, Tom glimpses the golden disk. He smiles grimly. He starts quickly behind the great stone seat, then swiftly to the open panel through which his companions have vanished. Behind him, the door softly clangs shut. In the dark, gloomy passageway, Tarzan, Dono and Larson hurry forward. If you do not hurry, Tom, you will be left behind. Tom! Tarzan, Atan Tom is not with us. He must have remained behind. He'll have to look out for himself then. We'll probably find all we can take care of ahead of us. Hurry up, Larson. Hey, been coming.  It's been caving in. Then still, both of you. As the three men pause, a massive hinged block of stone swings down from the roof of the passageway before them. An insistent hissing sound becomes audible. Goes louder. Louder! Suddenly down through the opening in the ceiling, four roaring, yellow clouds of live steam. In an instant, the passageway is a seething, boiling pile of death.


Stop okay, so whatever it is you're doing. I don't care. What time of day it is that you are watching this video stop Stop what you're doing and do two things for me one Praise God thank him for whatever it is that he's done Whatever it is he's protected you from thank him give him praise and then to just pray That have to be a long prayer five minutes five seconds 15 seconds Let him know that you have the lines of communication open with him And that you want to talk to him that you want to speak to him that you want to read his word if you haven't done So sometimes it's just good to have a reminder of the things that we already know to do because We can get busy. So just stop and do those two things for you and watch how blessed your day will be. Amen


What is up you guys, welcome back to another one. If you are new to this channel, I am Gold Tony, I do new car truck SUV reviews on YouTube. And today we are in the new 2022 Hyundai Elantra N-Line. Courtesy of Jack Tumbovo, Hyundai and York PA for more information on their inventory. Please feel free to check out the link in the description box below. And so you guys may know, I recently reviewed the 2022 Hyundai Elantra. I specifically left out the N-Line because this really is its own vehicle in itself because it is substantially more power. So this is going to be the fun one. And not only that, with this fun to drive vehicle, and of course we will be testing all of that out, but you do get America's best warranty being five years, 60,000 mile bumper to bumper, 10 year, 100,000 miles on the powertrain. Not only that, you also get three years of complimentary maintenance as well. So you don't have to pay for things like the oil changes and the tire rotations for the first three years of ownership, which is a beautiful thing as well. But in this video, I will be testing out and going over everything about this one from acceleration to braking, steering for a ride quality sound system, exhaust clip, all of that fun stuff. So having said all of that, what do you guys say? Let's just go ahead and jump right into it. And as always, let's start with pricing. And so MSRP for the 2022 Elantra N-Line will start at $25,350. Powering this little beast is a 1.6 liter turbocharged inline four cylinder, putting out 201 horsepower at 6,000 RPM, 195 pound feet of torque coming in at 1,500 RPM, power sent to the front wheels through a seven speed dual clutch with paddle shifters, which you guys know, we will of course be testing out in a little bit here, but zero to 60 time is going to come in in approximately 6.5 seconds, with top speed coming in at 125 miles per hour, and then PG numbers coming in at 28 in the city 36 on the highway, but taking regular, unleaded fuel, you gotta love that. Anyways, before we do any kind of paddle shifter or acceleration test in this one, I did want to mention the circular drive mode found just to the left of the gauges surrounded in a red perimeter. It is literally impossible to miss. But anyways, when you press that drive mode button, you will have to choose between normal sport and smart adjusting things like the shift points, the throttle response and the steering sensitivity as well. So now that we've got all that out of the way, what do you guys say? Let's go ahead and find a straightaway here. Let's put it in that sport driving mode and let's test out the paddle shifters here first and let's just see how quickly they are going to react for us here. All right, you guys, we are going to do a rolling start here. It is holding first gear. Still holding first gear. Wow, nice. Here we go. Not bad. Dual clutch, that's why. Dual clutch, that is going to give you incredibly quick paddle shift to reaction time. So that was very respectable. I just got done actually driving this Sonata N-line. These paddle shifters were just as quick. So whenever there's a dual clutch, just so you guys know for future reference, in case you didn't already know, paddle shifters are going to be lightning quick. But by the way, there was also a manual shift mode. I put it in there and just slid the shifter to the left. Now I'm going to slide the shifter back to the right. We're going to get back full control to the N-line here and let's find yet another straightaway and let's see how quickly this one here is going to get us up to speed. All right, you guys, bit of a rolling start. But here we go. Well, a lot quicker than I thought it was going to be. Not quite as quick as the Sonata N-line that I just drove, but dang, this thing can move, man. Zero to 60 is 6.5. That's plenty respectable. You're absolutely not going to have any issues in going to the highway. This is a Honda Civic Si competitor. This thing is dang quick and fun to drive. So well done, Hyundai, yet again. But anyways, two go along with that acceleration. As always, braking is equally important. And still up front, you will find 12 inch ventilated front discs in the back. 11.2 inch solid rear discs. As far as that 60-zero stopping distance goes, it actually comes in at a very respectable 116 feet. And since there's nobody behind us, yeah, that feels perfect actually. There's definitely not a soft braking feel. Leans towards the firmer side of things, which you would appreciate in a vehicle like this, any N-line vehicle really. So definitely a very nice braking feel to the Elantra N-line without a doubt.  As far as that ride quality goes, it's pretty much as you would expect it to be. Definitely not as soft of a ride quality as the Sonata N-line, I just got the driving, but it rides like a compact car would, like you would expect it to. You can feel a good bit more of the road, but it's nothing that's going to steer you away from the Elantra N-line. It is something you definitely get used to. So in my opinion, it's not all that bad. Anyways, then touching on cabin noise. The only thing I'm really getting quite honestly is this exhaust note. So I'm quite excited to be doing the exhaust note later in the video. That ought to sound pretty darn good, but other than that, cabin noise is definitely pretty much at bay. You get slight bit of wind noise at higher speeds, but other than that, it's perfectly fine. As far as steering feel goes, it is a noticeably heavier feel to the steering when you put it in that sport driving mode. But when you take it out, it's kind of loosey-gasey, but I do like the steering feel only in that sport driving mode. You can have that custom driving mode too, if you wanted to get the heavier steering feel, but not that instant acceleration at all times. That's what I actually do on my own Sonata. So that's an option as well, but steering feels definitely perfectly fine. And as far as visibility goes, I can see perfectly fine out the back. Definitely not going to have any issues with the four door like the Elantra. But that about rounds out the performance segment of this review guys. Let's now go ahead and take a look at the exterior of our brand new 2022 Hyundai Elantra N-line. All right, so here she is, you guys, the new 2022 Hyundai Elantra N-line finished in electric shadow. One of the coolest parts about the exterior is this color. It's like a pearl finish, but it's such a cool color. I love that they put this on the Elantra N-line. But anyways, nothing really new for the exterior on the Elantra N-line. So I did want to mention that pretty much the same. That's the 2021 model year, which is when the Elantra was redesigned. So I didn't want to mention that, but let's go ahead and start up front on this one. You will find a N-specific front grille with the N-line badging found in the upper portion there. Front grille is going to be finished in gloss black, of course, to go along with that gloss black front lip that you guys are currently looking at there. Front air curtains down to the bottom corners there, helping direct air around the wheel and tire combination. Then to the sides, you will find projector beam halogen headlights coming standard and they do come with the automatic feature of course, meaning when it starts to get dark at night, those headlights are going to turn on automatically for you there. LED daytime running lights also coming standard towards the upper portion of those headlights. And of course, with the redesign last year, you do have this new lower hood line providing better air dynamics, better fuel efficiency, any much more aggressive look in my personal opinion as well. So very nice looking front end to the Elantra N-line without a doubt. But it pretty much rounds out the front though. Let's go ahead and make our way to the side of this one. All right, so now since we are around to the side, gloss black windows surrounds do come standard. And I like that because the alternative is for every other Elantra, there are map black windows surround. So I can actually show that to you guys real quick. Then take a look at the front fender. There is N-line badging found on that front fender as you guys can see there. One of the coolest parts about the side profile though is the kind of Z-like shape design found on the side doors there. It's kind of a little accent but it definitely doesn't allow it to blend in. It's definitely something different than all the other cars on the road basically. So for that reason I personally like it but take a look at the side mirrors. They are gloss black power adjustable side mirrors. They do come heated then as well. And then taking a look down at the wheel configuration, 18 inch five spoke alloys coming standard. Summer tires by the way do come standard on this one but all seasons are going to be optional if you wanted to go that route. But another thing I really like on the side profile at least is those gloss black side skirts kind of tie in together pretty well with the gloss black front lip I just mentioned to you guys but that pretty much rounds out the side of this one though. Let's now go ahead and make our way to the back of this one. I think this is my favorite look on the Elantra N-line to be quite honest back here. Gloss black shark fin antenna does come standard. Just below that you will also find this gloss black rear spoiler, I'm gonna get up a little closer so I can show that to you guys. It looks pretty darn good back there as well. Also LED tail lights coming standard on the Elantra N-line. Love the design to the new Elantra tail lights as well but you do have some gloss black perimeter surrounds to those tail lights as well of course.  As always here is that exhaust clip. All right so but now since we are around back of the Elantra N-line when it comes to opening that rear trunk there are several different ways to go ahead and do that. There is a button on the key fob that is one way. There is also a button on the floor where the driver sits that is yet another way and there is actually a hidden way kind of hidden. There is a black integrated button onto the trunk itself that is yet another way to go ahead and open it up. But once opened up cargo capacity comes in at 14.2 cubic feet. If that was not enough space there is of course a 60-40 split meaning the rear seats do fold down. You just simply pull on a couple levers there in the cargo area and they fold down for you so it gives you a good bit of extra space and if you needed it there is a spare tire found underneath the cargo floor in case anybody was curious about that. You do have some cargo lighting them back there as well but then making our way to the rear leg room. That is going to come in at an even 38 inches so for reference I'm an even six feet tall. This is how much space I had sitting behind my own driving position. Did wanna also mention there is also a rear center armrest with cup holders found coming standard on the Elantra N-line. However, there are no charging ports or rear ventilation. You probably don't need it for the size of a vehicle but always like to mention it. But now making our way to the front seats, six-way power driver seat with power lumbar does come standard. Standard seating configuration is going to be a leather cloth combination so the leather portion is gonna be on the exterior, the cloth portion on the interior portion of the seats. You do also have the end logo towards the upper portion of that seating as well. Front seats are going to be heated and as far as seat comfort goes, they're not bad. Not as comfy as the Sonata N-line I just got done driving but there are decent bolsters though in this particular seating configuration so I do appreciate that. But now, let's go ahead and take a look at the steering wheel. It is tilt and telescoping. It is leather wrapped with red contrast stitching and then you got the end logo found at the bottom portion of that steering wheel then as well. 10 and two grips are perfectly fine. Then take a look at the startup. Let me start actually by showing you guys the key here. You have your Hyundai logo on the one side. When you flip it over, lock, unlock the button to pop the rear hatch and the circular button that says hold that is going to be a remote start that comes standard and then push button start then also comes standard to all I'm going to do here simply put my foot on the brake and press the engine start button found just below the infotainment screen there but then once started up, tachometer is all the way to your left speedometer is front and center and then there is a digital portion to the gauges found on the right hand side to control what is on that digital portion of the gauges. There are actually steering wheel mounting controls found on the right side of the steering wheel. If you press that, you can check out things like how many miles you have left until you hit empty. Of course, there's your trip A, trip B. There's actually a digital speedometer available up there if you wanted to display that. It's different safety features, pretty much everything you could possibly want on the digital portion of the gauges there. Then take a look at overall interior quality. A power sunroof is actually going to come standard on this one, love that. Black headliner to go along with that. There are alloy foot pedals down below as well. That's pretty cool. Wireless phone charger, hallelujah. Well done Hyundai for that. That could be found just in front of the shifter. That's pretty nice. Dual zoom climate control, also coming standard here. Auto dimming rear view mirror with home light controls. Not standard, but it is available for an additional $295, so wouldn't mention that. As far as overall interior quality goes, I really like the way they did the air vents on this one. It kind of is like a continuation just above the passenger side glove box. I believe Audi does something similar now. So I am a fan of that. Also found on the doors, you have a ton of red contrast stitching with like three seams. So that's pretty cool too. Also like this grab handle found just to the right of the shifter. It kind of separates the driver and passenger, makes it a more driver-centric vehicle as it is because it's a more enjoyable car to drive. Having said that, wouldn't have minded if they maybe finished that in softer material. Maybe like a leather or a leatherette even would be nice instead of this black plastic. But it's still fun. I like it. Just in front of the shifter, you have a 12-volt power outlet to USB charging ports. And again, that wireless phone charger just behind the shifter. You have dual cup holders and a little bit of storage found in the center armrest as well. But overall, fit and finishes maybe a little bit on the inexpensive side, but I certainly don't mind it. Maybe it's cause I'm coming off the Sonata N-Line. I don't know. But anyways, let's not go ahead and make our way to the infotainment screen here. It is an eight-inch colored touch screen display. Bluetooth and audio streaming do come standard, but I tell you one thing the Sonata N-Line didn't have that this does. Wireless Android Auto Apple CarPlay. I love that. It means you don't have to actually connect your phone via the USB cable. You can just simply put it on that wireless phone charger after you pair it up to the car, of course. And you got wireless Android Auto Apple CarPlay. It's pretty darn cool. You can of course check out your climate control information up there as well. And there is also a voice memo system if you wanted to check that out. And you can check out your radio information as expected. And so when it comes to the sound system of this one, there are six speakers that do come standard. So having said that, what do you guys say? Let's go ahead and turn on that radio and see what we've got playing this morning. And let's test out the clarity of this one. Actually for six speaker sound system, I don't know why, that kind of impressed me. I mean, it's six speakers. It's not going to be the best sound system in the world, but for six speakers, that one wasn't that bad. I didn't mind it. Pretty good amount of bass. I guess that's what I should say. But anyways, last thing I wanted to mention to you guys on that infotainment screen at least is when you do put the Elantra N-Line in reverse, you will find a rear view camera taking up the entire screen, relatively high quality as well. Well done. But anyways, that as always is going to lead us into safety. And so first thing I want to mention, front side, side curtain, airbags do come standard.  Forward collision avoidance assist with pedestrian detection, a blind spot monitoring system with the rear cross traffic alert, lane keep assist, lane following assist, driver retention warning system, high beam assist, and safe exit warning then as well. That's overall when it comes to my final thoughts of this one. I actually, I love the color of this one. Overall, I love the exterior design of the new Elantra without a doubt. And the N-Line takes that a step further over the standard Elantra, gives it a more aggressive appearance, more gloss black accents. It's definitely a very nice design. Nice exhaust note actually for the Elantra N-Line as well. But having said that, I do remember the Elantra Sport model several years ago when I tested that out, that had a very nice exhaust note as well. So Hyundai always does very well with the exhaust notes of their performance vehicles. I'll say that. And to go along with that, you do again have America's best warranty. So if you drive less than 10,000 miles a year on this one, you have this turbocharged engine warrantied for 10 years. That's pretty cool. And you get three years of free maintenance. The only constructive criticism I can think of for this one is there's a lot of inexpensive, kind of cheapish materials found in the interior. Wouldn't have minded if they even saved some money by maybe just doing a leatherette. You don't have to do the full leather obviously. So leatherette might be better. Even just around the shifter, if this plastic could be swapped out with maybe like a plastic with a cool design to it. Like that's on my 2020 Sonata. That would be cool. But still a very fun car to drive in price very well for what it gives you. I'll say that. But anyways, let me know what you guys think of the Elantra N-Line in the comments section below. I always like reading your comments. Be sure to follow me on social media if you wanted to see what's coming next on the channel before it actually gets to YouTube. Be sure to hit the subscribe and the bell notification button. If you're into new car reviews, that is what we do here on this channel. After all, do appreciate you guys watching more than you know. I will see you guys all in the next video. Stay gold.


Hey, welcome back to Las Vegas. Lisa Martin here covering Koopa Inspire 2022. Keeba's really happy to be here at this event. About 2,500 folks are here, which is great to see. I have two guests from Microsoft with me. Please welcome Jonathan Allen, the Director of Global Network Modeling, Design and Planning, and Cassie Wong, Senior Global Network Model and Design Engineer. Guys, thanks so much for joining me today. No problem, thanks Lisa for having us. So let's talk about what's going on at Microsoft, the Microsoft supply chain. Supply chain is a term that's on everyone's lips these days for some interesting reasons, but talk to me a little bit about the Microsoft supply chain and how does it scale to meet the needs of the business? Yeah, Lisa, you know, it's really an interesting design at Microsoft. When you look at all the products we service from Xbox consoles, controllers, Xbox games, Xbox Live cards, Surface devices for retail customers, for consumer customers and commercial customers, and then the way we go to market to distributors, retailers, and direct to consumer homes, we have to have a supply chain that actually executes across all the products and customer needs based on seasonality. You know, when you think about our products, Xbox console, heavy Christmas, heavy consumer, heavy retail product, commercial devices for Surface, heavy quarter ends, heavy periods of time back to school. So we have to have a supply chain that effectively works across all of our products, all of our customers, and all the different seasonalities that we have to manage. And do so globally. And do so globally. So talk to me about the transformation. You know, that's a word that, we talk a lot about digital transformation, right? Before COVID now, we've seen the acceleration of digital transformation during COVID. We've seen challenges with the supply chain. Talk to me about Microsoft supply chain journey from a digitalization perspective. You guys gone through. Absolutely. Data, data is the key. And I have a philosophy which is around managing your business by facts and figures. And so when Cassie first came on, about a year and a half ago, our focus was on digitizing our supply chain. So how do you take our physical supply chain, digitize it in a way that you have a digital mapping and duplication of what's happening physically in a digital way across the supply chain? So about every single day, we're grabbing in about 500 gigabytes of data that then allows us to understand the physical and the virtual world of our supply chain to understand how it's moving, how it's executing, and how it's delivering. As for example, we were able to, when the war began in Ukraine, to understand where our trains were, how they were moving, and if they were continuing to move versus stopping. On the second side, we're leveraging that data now to make decisions about where our supply chain is today, which is really focused in the changing environments that are real-time occurring. That's driving opportunities, whether it's about reducing carbon, whether it's driving cost down, or whether it's servicing the customers to make real-time decisions. While at the same time, planning for three to five years out, based on our growth, our projections, and making sure we'll have the right infrastructure, partner supply chain in place to service with those changes in growth. Basically, you need a crystal ball. Basically. Yes. And, Cassie, it sounds like from what Jonathan just said, you joined the team during the pandemic. Yes, I am. So during a time of massive change. 40 remote. Yep. And fully remote. Talk to me a little bit about that and some of the opportunities that you saw in helping the supply chain modernization. Yeah, definitely. So when I joined Microsoft, it's great time, right? And it's all the risks and challenges and dynamic changing environments that's really involved. So we spent a long time, like from the time I spent, from the time I joined Microsoft, we spent the time to set up this digital chain of our supply chain. So really to transform what is happening physically to how do we see it digitally. So just to bring the visibility of the supply chain. So the great thing is we are able to leverage the tool from Kupa on all those, like the digital transformation and also supply chain design optimization tool to help us really build the digital twin and also the model for Microsoft device supply chain. Now interesting comment. So when I met Cassie, the first time I met her was in person when I interviewed her. Second time I met her in person was here at Kupa. And I was afraid I wouldn't recognize her. Of course. Challenges of the last year. Talk to me about, speaking of challenges, talk to me about some of the challenges that Microsoft saw and said, we need a partner like Kupa to help us eliminate these challenges if we don't have time. Real time is no longer a nice to have. We've got to have, we've got to be able to transform. So we have that visibility in real time. Absolutely. When you think about time, time and decisions, you know, overnight cities get locked down in China. Cities get locked down in Europe. And if you wait days or wait hours, that could be the difference between product on a boat, product on a plane, or product not arriving to support your customer needs. And then the question is not only that, with that real time, how are you making decisions? Real time to change to alternate ports, alternate airports, right? Making changes on the products you're making to make sure that, you know, I was making this, but now I should make this because I have a risk of getting product to shelf. And you've got to do all that with very limited amount of time. Of course, because there's the consumer. I mean, we think about the Microsoft on the business side, but the consumer side, you mentioned some of the consumer products, Johnathan, the Xbox, the Surface. Consumers, one of the things that was really in short supply during the pandemic, and probably still is to some degree, is patience. The consumer experience is so critical for a brand. Correct. As is the employee experience. Talk to me a little bit about, from a supply chain digitization perspective, what was some of the executive sponsorships? Who were some of those executive sponsors that were involved in going, yes, we need to move in this direction with Koopa, and it's got to be now. The real supporter behind that is my manager, Jeff Davidson, and then his leader, which is Donna Wharton, where they are truly about what are we doing next? How are we going to leverage the tools and the capabilities that are provided by others that allow us to do our job? So let's be clear on, let's use those that are designed to do what they're supposed to do, and then build where we need to. And that was the big difference was the digitization of the data. Create the data, create the information so that we could then leverage the tools to create the information, right? And that information is then about bringing the facts, the information and the data forward to have very fact-based conversations, which is back to manage the business by facts and figures. Right. Well, Cassie, one of the things that we've also learned in the last couple years is that every company is a data company. If they're not a data company, they're probably not going to be around. I even think of my grocery store and all the data that they have on me to be able to surface up. What did I buy last time and I want to buy that again? Talk to me a little bit about why Coupa, why was Coupa the right choice to help facilitate this data strategy so that the visibility in the supply chain and the ability to tweak things on demand is there. Yeah, so the main stuff that we're leveraging from Coupa are the data group and also the supply chain group. So data group is really, you know, enable us to really, like, for the people who do not have an intensive like data manipulation background, they can use data group very, you know, straightforwardly to like work on the data. So they can build, you know, they can grab the data transactional level and aggregate to the, you know, leadership level to see data in different, you know, aspects, tell the trends, tell the, to get the key information. So that's the power of, you know, getting the like massive data into on a level that's like everybody can see, oh, wow, this is what it means. And another is definitely leveraging the data to get into a model, which is what we just talked about, the digital twin of our physical supply chain. So we can, we're able to like make analysis based on, you know, very easy design, like sensitive analysis, what if analysis to test out what our future, you know, supply chain can be and what is the cost benefits, what is all the impacts on the lead times, on the carbons. So yeah, so that's the power of leveraging the data. Speaking of carbons, how is Microsoft working towards being carbon negative, zero waste? What's some of the things that are going on there from a corporate responsibility for? Yeah, that's a really important one. As known about two years ago, we came out with a pledge to be carbon neutral by 2030. 2030. And so, you know, the company as a whole is doing massive initiatives from different groups. But specifically in supply chain, we're constantly focusing on cutting our carbon footprint, whether it's the way we're making the products and designing the products, whether it's the way that we're designing our warehouses. So for example, just recently, we launched a carbon neutral DC in Europe, which is all solar panel based. We're about to do that as well on one of our US operations. We're working on other things that allow us to think about alternative pallets that eliminate the weight of wood to a much lighter pallet that has a huge carbon reduction when you think about shipping things via the air and the carbon impact there. So everything that we work on is really around three things, service, cost, and sustainability. And our biggest objective is really taking all three of those objectives and trying to bring them closer to each other so that the decisions aren't as large against each other when you make one versus the other. That's our objective. So how do we continue to move that ball forward, challenge the paradigms of the old that we're so accustomed to, and really move forward change? How does Cooper help with that? Oh, I can answer that. That's a good one. That's a good one. Yeah. So as John mentioned, Microsoft, our goal is to achieve carbon neutral by 2030. So traditionally, the trade-off might be between cost and service, right? And now the key, the carbon is the most important priority. So the trade-off, the balance are between cost, service time, and carbon. So one of the great things that Cooper can help us is in the network modeling, there is actually objective for lower the carbon emissions. So that can be the top priority that you wanted to solve through your network modeling, like in parallel to cost, to service. So you can just very straightforwardly put more weight into carbon when you're making your decisions. Like that can be a higher penalty cost when you have more carbon emissions. It's a very straightforward way to translate some sort of, you know, the carbon goal into some quantifiable goal into the modeling and data. Jonathan, I'm curious from a Microsoft strategic partnership perspective, how important is it for Microsoft to partner with companies that have that strong commitment to help facilitate being carbon neutral by 2030? Having a strong ESG initiative. It's critical. Microsoft for the most part is an outsourced supply chain in which we measure partners across the network. We have our partners run our distribution and centers. We have outsourced manufacturing. We have outsourced logistics. And it's important that we're working with them about what their plans are because they're just simply an extension of the Microsoft supply chain, right? They're not just companies we work with, they're companies we partner with to think about how can we change the future? What are the alternatives that we can do? How do we think about, you know, alternative fuels? How do we think about alternative shipping ways? How do we think about creating density in the network? So one of the biggest things when you really think about optimization is really around creating density. How do I create more with less and make sure I'm taking, you know, for every dollar spent, for every shipment made, I maximize it to its fullest, right? And leave no waste behind. That's the goal. And so, you know, partners challenging us is probably the most important piece because they're on the front line. They actually see our shipments. They see our loads. They see how, they see the work we're doing and how it's translating to their environment. And it's important that they give us that hard feedback back that allows us to know where we're not meeting the bottom. Got it. Cassie, you guys are giving a presentation in about a couple of hours. Talk to me about some of the things that the audience, like if you had to summarize the top three takeaways that the audience is going to learn from the talk, what would they be? I think the first is sustainability. So we want everybody to know that this is the key mission for Microsoft. That's the one of the priority for the next eight years for Microsoft to achieve. And the second is just like how Cooper can help us achieve that goal.  It's a pleasure. One of the greatest things about conferences like this, and Cooper is great with that customer centricity, is the opportunity to hear from the voice of the customer, what challenges you had, why you chose Cooper, how you resolved them, and that crystal ball that you talked about in terms of where we're going from here. I think that's, there's so much value, I'm sure, in what you're going to share today with the audience. Jonathan, last question for you, for other folks in any industry that are about to embark on or are in the midst of a supply chain, digital transformation, what's your advice, what recommendations would you give? You know, for me, it's really about two things. First and foremost is about creating data, focus on data, not an answer, not a conversation. What is the information that you require? And then the second piece about that is then how do you make sure you stitch it together? And how you create whether it's manufacturing data, whether it's purchase order data, whether it's sales order data, whether it's shipment data, whatever it is, making sure that you can stitch end to end together because each individual decision by itself may be right but could be wrong. Because ultimately it's about the decision for the whole, not the decision for the one. And then making sure you focus on the cultural change which is around, it's just not my area, it's just not my thing. It's about the end, it's about the planet, it's about Microsoft, it's about the customer, it's about the future. And making sure you're really, really focused on making that change, right? Not my change. Right. And Rob Bernstein even alluded to that a little bit this morning in his keynote talking about, you know, one of the things that Cooper breaks is silos. Yes. Organizations that, to your point, something might be really good for sales or operations but not good for marketing or logistics, for example. Need to be able to have that visibility across but also another thing that Cooper is famous for is collaboration. Correct. Being able to enable that collaboration across lines of business, across teams, across partners. And an important statement of that is, you know, when you think about change, think of it like a stream, right? Streams, they create pathways with persistence. Stay, when you believe in something and you're truly behind it, just stay the path, right? There'll be a time and a place because sometimes the decisions just aren't now but they will become. You know, there's a lot of things that, for example, myself and Cassie are constantly working on that might not be right now but they will be right in the future. And it takes sometimes just the right opportunity, the right situation, but the key is making sure you understand those things so when those opportunities present themselves, you can just step in. Yep. Because then another thing we've learned, I think in the last two years I'm losing count is it's not a matter of if but when. Correct. And you can apply that general statement to pretty much anything these days. Absolutely. Guys, thank you so much for joining me talking about Microsoft's transformation of the supply chain, the digital twin that you've created. Have a great time in your session. I'm sure folks are going to learn a lot from you. Thank you very much. Thank you so much. All right, my pleasure. For Jonathan Allen and Cassie Wong, I'm Lisa Martin. You're watching theCUBE's coverage of Coupa Inspire 2022 from Las Vegas. Stick around, be right back with my next guest.


Talk we have for you now is Daniel Stone, yes it's pretty much like the title I had in the thing kind of Linux input from the bottom to the top, Daniel works at Calabra in the UK, no he's in from Melbourne So no longer from Melbourne, yeah No longer from Bendigo Daniel is famous for wearing shorts and health-sinking all the time of year It's great to be back in shorts, jeans have been rubbish Oh the weather here is rubbish, I heard it So does this just... Yeah, it's the future Brilliant, it's the future Right, so I was originally planning to give a what we've been doing in input since MPX talk and what we think we should do with it for Wayland and then Peter pointed out that most of what we'd done was multi-touch and he was giving a talk on multi-touch in the main conference which I should have remembered because I was on the papers committee and approved it So if you want to find out what this talk was supposed to be you should go see Peter sometime on Wednesday apparently Right, so instead we've got a kind of 10,000 foot overview of input basically from the kernel down to the application layer going through most of what we do with it in X which is quite a lot and entirely unpleasant and then what the clients do with it which is wholly unpleasant and then hopefully what we'll do with it in the future to make it more pleasant Right, so broadly speaking it looks like the one on the left assuming you're looking at Q fairly simple hard to go wrong and then turns into a key code that's what we get from the kernel is 16 was pressed which isn't particularly useful what you want is something like number three where you've got lowercase and uppercase Q if you don't want to be shouting at people the whole time and what you want if you're a crazy bilingual French enthusiast is the one on the right where you can press magic keys and then your keyboard becomes really offensive Worst Right, so the very basic terminology key code it's just a numeric identifier for a single physical key A key sim is a single character such as uppercase Q, circumflex whatever we have tens of thousands more lots of them overlapping and pointless modifier all it does is affects what other keys do shift pretty useless on its own kind of handy in combination with Q and yeah, so we look at each key as Let's try that again but more constantly Right, so we just look at every key as having a set of symbols indexed by the level so shift bumps your level up by one alternate group might bump it up by two or so and so on and so forth and then a group is all of these what? a layout is all of these things mashed together into a coherent key map pointers are really quite easy you've got your touch screens, tablets and such that just tell you it's moved to this coordinate there's nothing to go wrong relative devices like classic mice tell you you move three pixels to the right and one pixel down it's not too difficult but if you want to do them right you need to do acceleration you need to keep all your state around so it's a bit more involved but still not too bad the weird ones no one likes are touch pads because they give you absolute coordinates telling you exactly where you've pressed on the touch pad but you really want for that to be relative unless you want your touch pad mapped to your entire screen so they're fairly unpleasant and I don't touch synaptics what are you doing about it? Good man, delegation don't delegate it to me or could we? Right, so once key events have come through from the kernel to X we don't really do a hell of a lot with them there's a couple of accessibility tweaks we do to them when we're processing them so one of them is sticky keys where if you can't press CTRL and S at the same time we let you fake it by pressing CTRL then pressing X slow keys, if you can't lift your finger up quickly enough we can kill repeat for you and bounce keys if you have a habit of hitting the same key multiple times we'll suppress that as well Oh, very simple Right, so for pointer events we do a fair bit more to them we accelerate the pointer so it doesn't take you a year to move from the left hand to the right hand side of your screen and we tend to do it quite badly so it takes you about a second but that's neither here nor there Right, so for touch pads we do a lot more complex processing you have to deal with tap to click you have to deal with multi-finger taps and multi-finger scrolling you have to filter the life out of it because they're useless you have to do palm detection so you don't accidentally trigger touch pad taps every time you're typing and we don't do it very well because every time I'm typing I type into another window but we should be better and most touch screens need some filtering to make them less horrific Right, so once we've processed our events we have to start delivering them which is where it gets brutally unpleasant if we just drop them on the floor everyone's life would be a lot easier so the really easy, simple way is just deliver key and mouse events to the window under the pointer but that falls apart fairly quickly because if you want to have a pop-up menu then you want all the keyboard events regardless of where your cursor is if you want a screen saver for instance you want all the events drag and drop requires you want to own it from your application and not just have the pointer disappear once you've left the window Alt dragging, the window manager handles that for you so again we need something more complex and hotkeys as well, such as brightness that'd be fairly pointless if they just went to your browser so someone who I'd very much like to meet and say various pleasantries to came up with the concept of grabs where it's a way to steal all the events from particular devices for you and you alone and there are two types of grabs one is when this key is pressed or this button or so on and so forth just tell me and leave everyone else out of it and the other one is active grabs which are just give me all the events from this device until I tell you not to so they're really handy and they work quite well so yeah, you have GNOME settings demon will handle your brightness hotkeys for you no one else has to care about them pop-up menus, they only work because they grab the entire keyboard screensavers, kind of handy that they grab so you're not just banging your password into IRC not that that's ever happened to me yeah, yeah, I think it was one of the ones that could log into free desktop as well yeah, there was a bug where you've either leaked fds so the screensaver


Welcome to ToffeeTV, it is the Everton News Daily. This video is sponsored by Unibet. Unibet have a transfer blog which is always updating the latest transfer rumors. Also Everton stuff on there so the link is in the description if you want to go over there. Click on that and you will get lots of transfer news. Everton's Andre Gomez has announced he's changed his squad number for the new season. He was Everton's number eight last season but he's moved to number 21 due to his own personal reasons. He enjoys wearing the number at Valencia. He said when he left Portugal he went to Valencia and it was a big moment for him. He wore number 21 there and he wore it at Barcelona as well so he said that's the number he enjoys on his back so he's going to be wearing the number 21 for Everton next season. New signing Fabian Delph has become Everton's number eight. He's took that vacant shirt. Apparently Everton have said if you've pre-ordered the shirt with eight Gomez on the back you can take it to the shop and get it swap free of charge given that Gomez is now number 21. So let's hope Andre is even better this season with the right number on his back the number that he enjoys. Newcastle are apparently very interested in taking Yannick Balassie and James McCarthy off Everton Steve Bruce set to be installed as the Newcastle United manager and he's apparently a marked Balassie and McCarthy as two potential players to help him. Newcastle also linked with the Brazilian forward Jo Linton so Steve Bruce could be about to take two of our players off us. Always said I like Steve Bruce. Everton and Borussia Dortmund are apparently leading the race for Moise Ken the Juventus striker. Everton being linked we're in for a few weeks now and obviously Juventus bringing in Matias the Litt as well. Further strengthens they need to get players out the door. Maro Acardi is apparently waiting to sign for them as well which means that Ken would be way down the pecking order. Obviously Gonzalo Higuain has gone back to Juve as well to link back up with Sari at Juve. So a good opportunity for Everton to get one of your hottest properties. Yes he will cost a lot of money. I'd like to see Everton get him without a buyback clause unless the buyback clause was 80 million or something like that but he could be a really important player for Everton. We need a centre forward. Young you know he's in the mould of Romelu Lukaku when he came in he's quite raw but can get goals got seven in 17 Sari at Appearances last year and would fit in two Marcel Brands and Marco Silva's philosophy as well. And I think a lot of Evertonians will be really excited by that kind of sign and we need reinforcements in the final third and hopefully that is one that will happen. And finally Paris Saint-Germain are ready to step up their interest in Everton's midfield play the Drissard Guy again gone at the Afcon with Senegalese in the final of that but a PSG and Thomas Tuchel in particular wanton Garner they tried to get him in January Everton refused that bid then and Garner went on to put in some fantastic performances in the second half of the season but apparently according to reports in France they are coming back for Garner and a series about getting him this time and you know I feared that a bid of 35 40 million would see the midfield player leave being fantastic for us brought him in for seven million he is 30 this year and you know 35 to 40 million would be probably too good an offer for Everton to turn down for a player that he's and also the player wanting to play Champions League football and PSG win the league every year so getting a chance to get some silverware as well may see the Everton midfield player leave as long as that money's reinvested in the squad then what can we do we've got to just get on with it but we'll have to watch that one see how that plays out if as proved in January if PSG don't pay the money for Garner then they won't get him so the ball is firmly in their court just some breaking news to bring it I know I'm not bad just some breaking news to bring it add them all the luckman looks set for RB Leipzig the two clubs have agreed a deal in principle sky sources are saying a fee around 22.5 million I don't know if that's the final fee or it's rising to 20 22.5 million we'll have to wait and see on that the player who wasn't involved in Everton's friendly on Sunday against Seon looks set to get the move he's wanted for the last 12 months really um he's never really seemed happy for the last 18 months hasn't really had that much game time so it looks like he's going to get his wish and get his move to Germany and obviously the money will allow Everton maybe to go and bring in players they want as well so it's an unhappy player off the books um and listen we move on I don't think anyone certainly this summer had any high hopes from next year's and so it's not going to be a massive disappointment and it's another one off the books at Everton so there you go hopefully they'll have more on this in the next 24 hours certainly on the Everton News Daily tomorrow so add them all the luckman looks set to leave Everton thanks for watching the Everton News Daily I'll see you later


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