The past few weeks have been a lesson in olive tree gardening. Not literally, of course. Instead, I'm referring to the analogy between how one grafts olive trees and how one grafts employees into a company. The tie between the two hit me in my morning reading today....
When we think of gardening, we normally think of planting a seed, weeding around it, fertilizing the ground, and waiting for something to grow. In the case of olive trees, however, the process really kicks in once the "something" (the olive tree) has already grown. If the olive tree is providing bad fruit (olives), or a low volume of good fruit, you can graft in branches from a different olive tree - one that produces great olives in abundance - and it can actually change the tree such that it starts to produce good olives, and lots of them.
The important thing in the process is to keep the balance in the tree. You can't over-graft a tree - its roots will only support so much. Therefore, it's important to gradually graft in good branches.
This applies to how one hires for open source companies. Yes, it applies to how any company hires, but it's particularly true in the case of open source, because open source is a dramatically different way of doing business. It's normal to look a person's resume, see exceptional experience in a candidate, and assume it will automatically translate into success at one's company, open source or no.
This is not wise, however, as hiring people is about their cultural and competency fit with a company. Much as we'd like to look at job candidates as simple math equations involving dollars and cents, they are always more than this. Hence, what Jack and Suzy Welch write in BusinessWeek about M&A holds true for adding people to a company, generally:
...[R]ecognize that the cultural fit of two companies is as important as strategic fit--if not more so. Oh, how exciting it seems when a merger or acquisition makes perfect sense in terms of products, technologies, and numbers. But what a disaster it can and will be if the two companies operate with distinctly different values. The fact is some cultures don't combine--they combust.
The first rule of good open source hiring, then, has almost nothing to do with open source. You need to find people that fit the values of your company.
For an open source company, people need to somewhat ego-free or, rather, teachable, because there can't be barriers between one's community and the company. You can't assume you know what needs to be done in an open source company until
you've slogged in the trenches for a spell.
I really like working with John Powell (former COO of Business Objects) and John Newton (co-founder of Documentum) because they fit this mold. Sure, they have egos. But not the kind that make them think they know all the answers. Instead, their egos make them self-confident enough to accept that they don't know everything, and that they have a lot to learn from their community of developers, users, and customers. (Some may remember that I
once questioned whether these two were the right ones to start an open source company. Because of this trait, however, they've done an excellent job of learning open source on the job.)
The second big requirement is that open source companies need to be careful how they grow. Because of a shortage of supply of experienced open source business people, it's critical that an open source company carefully, gradually "graft" in new employees. Graft them in too quickly and the new branches will overcome the old roots.
This reminds me of the
Larry Augustin gave me a few months back. Larry's point was that open source companies may need to grow more organically - at least, initially - than proprietary companies do. You don't have the luxury of a big upfront license fee (recognizable revenue) to build out with, so you have to patiently tend the "olive tree" until revenues kick in. So, you keep field sales to a minimum and take a lower-cost, longer ramp up to sales. This is
more efficient and more in keeping with the strengths of the open source model, which is as much about business model as it is about development model.
So, again, graft carefully. An open source company is a delicate balance of community and commercialization. Too much of the latter, too soon, and you end up looking, acting, and dying like a proprietary software company. It's simply not sustainable at the lower ASPs that most open source companies have.
Third, open source companies require innovative, creative thinkers. No one has figured out The Right Model for open source. The proprietary software world is largely in stasis in terms of business model - we know how to build those businesses (though that doesn't mean it's easy to do so). In open source, however, we're in a fecund time of exploration and experimentation. Yes, there are lessons to be learned from the Siebels and FileNets, but it's critical to find people that see a future beyond these old models, because open source companies depend on bending old rules and installing new paradigms.
I have loved working in the open source business community. It's a huge challenge, but I'm constantly impressed by the new open source employees who "cross the chasm" and become productive open source business citizens. Not everyone makes the leap. Most will wait for the late adopter phase when their personal returns for making the transition will be minimal (but so, too, will the risk be). For those willing to embrace the grafting process, however, there's no better time or place to work in technology.