Our LFN Projects are always in need of more developers. This session will explore ways to recruit more developers into LFN. We'll begin with a review of the approaches that current LFN projects use today (mentoring, interns, "taxing", and student volunteers). We'll then brainstorm ways to 1) promote the development needs of projects, 2) reward/acknowledge contributors (badging, reference letters, etc.), and 3) provide tooling that is easy for new developers to adopt. Please attend with your ideas!
- Hacktoberfest - Morgan Richomme
- Awareness: Uses GitHub/GitLab with tags to identify "easy" tasks
- Reward: T-shirt for 4 pull requests
- challenge: CLA or other legal items may impact ease of implementation in LFN projects
- many projects can participate, or LFN could do their own
- General challenge for corporate developers - gaining corporate support for the developers to work on projects
- Other challenge (particularly for students) - ease of tooling and size of project
- ROS - Ranny Haiby
- Began with a project Maintainer doing outreach
- Uses mentors to onboard new developers
- Awareness: promoted via LinkedIn post
- ODL Lessons Abhijit Kumbhare
- Most contributions come from corporate developers, so need to continue to encourage them to dedicated developers
- OPNFV Al Morton
- Have seen success in a student volunteer program (separate from internship program) that results in a certificate of completion.
- Does require mentorship from project team(s)
- Awareness: done via informal promotion in academic circles; topics should have some academic interest
- quality doesn't suffer with modular work, but may take a bit longer.
- no explicit criteria for letter - up to TSC and VSPERF team discretion
- ONAP Catherine Lefevre
- Some company led internship programs have assigned their interns to ONAP. This is in addition to the LFN mentorship program
- Attempting a "tax" for Guilin release - companies that want to add a new use case must commit developers to some of the backlog for non-functional requirements
- Demo contest and community awards
- Overall 3 topics:
- Recruiting "casual developer"
- Building pipeline via academics, students, interns
- Encouraging more corporate contributions
- Badging Jason Hunt
- LF Training using a badging program exist that can be leveraged
- Kenny Paul working with the LF Training organization to understand capabilities
- Jason Hunt to work with TAC to setup a working group to determine recommendations for developer recruitment and plan for implementation