Fixed typos and errors in talent guide documentation

Signed-off-by: michizhou <[email protected]>

Author: michizhou

talent/application-process.md

@@ -10,7 +10,7 @@ This document describes the source{d} hiring process from the point of view of t
 
 ### Screening
 
-- Less than a week after the submission of the application the developer receives an email with feedback, however there can be delays. In any case, the developer is free to reach out to us at any moment at [email protected].
+- Less than a week after the submission of the application the developer receives an email with feedback; however there can be delays. In any case, the developer is free to reach out to us at any moment at [email protected].
 
 - In the case of positive feedback in the application, the developer is asked to move to a quick Skype/Zoom/Phone call with the lead of the potential hiring team.
 
@@ -34,7 +34,7 @@ This document describes the source{d} hiring process from the point of view of t
 
 - The main point being reviewed is the correctness of the solution, however we do check the complexity and code style. 
 
-- For the Machine Learning team, there is an additional ML task necessary to be solved in the time limit of 5 hours. 
+- For the Machine Learning team, there is an additional ML task that needs to be solved in the time limit of 5 hours. 
 
 - The results are reviewed by the engineering team and feedback is given to the developer as soon as possible. 
 
@@ -58,7 +58,7 @@ The interviews consist of the following:
 
 - The offer is sent by our CTO through Lever. 
 
-- The developer has no time deadline to accept/reject the offer. In cases where we have a limited # of open positions for a role, and a larger number of people we'd like to make an offer too, a time limit is given.
+- The developer has no time deadline to accept/reject the offer. In cases where we have a limited # of open positions for a role, and a larger number of people we'd like to make an offer to, a time limit is given.
 
 ### Diversity and Remote
 

talent/career_development.md

@@ -10,20 +10,20 @@ not ask for it.
 
 According to our [wage policy](wage_policy.md), each of these levels have a
 fixed salary that is the same for everyone in the same
-[team](engineering-teams.md) and level, with two exceptions 1) roles that have,
+[team](engineering-teams.md) and level, with two exceptions: 1) roles that have,
 inherently, a single member 2) the role of Distinguished Engineer. Salaries are updated whenever a promotion happens.
 
 ### Individual Contributor
 
 Individual contributors are essentially all engineers that do not exercise any
 kind of management activity. They are divided in levels where promotions happen
-based on each engineer merits without a limit of people being at any level.
+based on each engineer’s merits without a limit of people being at any level.
 
 #### Intern
 
 Interns have fixed-time contracts to work on a given team or project. They are
 expected to be learning intensively and their performance is reviewed at the end
-of their term to decide if they get an offer to become permanent part of the
+of their term to decide if they get an offer to become a permanent part of the
 team, usually as Junior Engineers.
 
 #### Junior Engineer
@@ -36,7 +36,7 @@ Juniors will usually be promoted from internships or hired at the end of their s
 
 #### Engineer I
 
-Engineers (I) are able to work comfortably on small tasks without any supervision, they have 
+Engineers (I) are able to work comfortably on small tasks without any supervision. They have 
 succeeded working on mid/big size tasks and are able to understand the impact of their
 changes.
 
@@ -47,7 +47,7 @@ scratch and be involved actively in design of new features.
 
 #### Engineer III
 
-Engineers (III) are expected to work autonomously on any tasks, as well are expected to
+Engineers (III) are expected to work autonomously on any tasks, and are expected to
 be able to mentor other team members in small/mid tasks.
 
 #### Senior Engineer I
@@ -82,7 +82,7 @@ of a new position.
 
 A Team Lead is equivalent to Senior Engineer II who also manages a small team of
 engineers (less than 10 people). A Team Lead is expected to be able to plan
-current and future work, provide mentorship, overseeing progress of the team
+current and future work, provide mentorship, oversee progress of the team
 and, in general, be able to make day-to-day work smooth for everyone in the team. 
 A Team Lead has also a major role in the hiring process (screening, initial calls, 
 code challenge reviews, etc).
@@ -95,5 +95,5 @@ practices improvements.
 
 #### Chief Technology Officer
 
-The CTO is ultimately responsible of running the engineering department and
-provide global direction on the development.
+The CTO is ultimately responsible for running the engineering department and
+providing global direction on development.

talent/contract.md

@@ -6,10 +6,10 @@ You can find here the [English](https://drive.google.com/file/d/1LMKOmpTeLQZlEEK
 ### Main clauses
 1. Description of your position and where you will work. Even though it says you'll work from our Madrid office, we have a remote working policy that allows you to work from home as well. You can take a look at [our remote work policy](flexible_holidays_working_schedule_remote_work.md#working-remotely). 
 2. n/a
-3. In Spain, the weekly working hours need to be established for full-time contracts at 40h/week. We have this clause to comply with the law, but actually you can take a look at [our working schedule policy](flexible_holidays_working_schedule_remote_work.md#working-schedule) where you decide how many hours to work. As long as stuff gets done, we don't care if it takes 1h or 40h
-4. The contract hs an indefinite duration and the Spanish standard of 6 trial months. This means that it arranges without establishing time limits in the provision of the services, regarding the duration of the contract.
+3. In Spain, the weekly working hours need to be established for full-time contracts at 40h/week. We have this clause to comply with the law, but actually you can take a look at [our working schedule policy](flexible_holidays_working_schedule_remote_work.md#working-schedule) where you decide how many hours to work. As long as stuff gets done, we don't care if it takes 1h or 40h.
+4. The contract has an indefinite duration and the Spanish standard of 6 trial months. This means that it arranges without establishing time limits in the provision of the services, regarding the duration of the contract.
 5. This clause details how much your gross salary will be.
-6. At source{d}, we offer 23 day of holidays a year. We have a holiday policy by which you can work on bank holidays or weekends though and exchange it for more days. Also, any unused holidays will be carried over to the next year. Also, we have an additional clause including more details. You can take a look at [our remote work policy](flexible_holidays_working_schedule_remote_work.md#working-remotely)
+6. At source{d}, we offer 23 days of holidays a year. We have a holiday policy by which you can work on bank holidays or weekends though and exchange it for more days. Also, any unused holidays will be carried over to the next year. Also, we have an additional clause including more details. You can take a look at [our remote work policy](flexible_holidays_working_schedule_remote_work.md#working-remotely)
 7. The legislation of the statute of workers approved by the <a href="https://www.boe.es/buscar/doc.php?id=BOE-A-1995-7730">Royal Legislative Decree 1/1995 of 24th March</a> and the collective agreement of <a href="https://www.boe.es/boe/dias/2009/04/04/pdfs/BOE-A-2009-5688.pdf"><k>Empresas de Consultoría y Estudios Opinión Pública</k></a> will be applied to this contract.
 8. n/a
 9. n/a
@@ -18,8 +18,8 @@ You can find here the [English](https://drive.google.com/file/d/1LMKOmpTeLQZlEEK
 
 ### Additional clauses:
 1. All IP developed during work at source{d} will be owned by source{d} entirely.
-2. The confidentiality clause frobids anyone from sharing confidential information unless it has been otherwise instructed by source{d} or unless it is in the benefit of source{d}. Regardless of this we're very open about everything we do as you can see in our <a href="https://blog.sourced.tech/">engineering blog</a>, <a href="https://github.com/src-d">open-source projects</a>, <a href="https://github.com/src-d/tutorial">source{d} guide</a> or <a href="https://medium.com/source-d">company blog</a>.
+2. The confidentiality clause forbids anyone from sharing confidential information unless it has been otherwise instructed by source{d} or unless it is in the benefit of source{d}. Regardless of this we're very open about everything we do as you can see in our <a href="https://blog.sourced.tech/">engineering blog</a>, <a href="https://github.com/src-d">open-source projects</a>, <a href="https://github.com/src-d/tutorial">source{d} guide</a> or <a href="https://medium.com/source-d">company blog</a>.
 3. This clause is about how source{d} will handle your data according to Spanish Data Protection Law.
-4. Prorated Extraordinary Payments, this means we make 12 payments per year. 
+4. Prorated Extraordinary Payments: this means we make 12 payments per year. 
 5. [Remote work policy](flexible_holidays_working_schedule_remote_work.md)
 6. [Holidays policy](flexible_holidays_working_schedule_remote_work.md)

talent/flexible_holidays_working_schedule_remote_work.md

@@ -4,21 +4,21 @@ At source{d} we believe in freedom and treating everyone as adults. If you're co
 
 ### Working Remotely
 
-source{d} is fully remote friendly, what this means is that you can choose to be full-time remote from the Faroe Islands or work from the Madrid or San Francisco office but spend mornings/afternoons/several days remote. We believe people should work from where they feel most comfortable. 
+source{d} is fully remote friendly. What this means is that you can choose to be full-time remote from the Faroe Islands or work from the Madrid or San Francisco office but spend mornings/afternoons/several days remote. We believe people should work from where they feel most comfortable. 
 
 If you want to know more about remote work practices at source{d}, check our [Company Wide Remote Guidelines](https://github.com/src-d/guide/blob/master/remote/remote_guidelines.md).
 
 ### Holiday Policy
 
-Since we are a remote company, we want everyone to have the same amount of holidays, regardless of where they are working from. For this reason, you will have 23 days of holidays to use however you wish. Regarding bank holidays, you can structure how you use them as you like. At the beginning of every year we will let you know how many bank holidays there will be on Spain in that year and you will be able to use them however you wish. This means that you can make them coincide with bank holidays in your country of residence, or work on those bnational bank holidays and use them otherwise. If you live in a country with more bank holidays than Spain, you will have to notify our Office Manager so she can add those to your balance.
+Since we are a remote company, we want everyone to have the same amount of holidays, regardless of where they are working from. For this reason, you will have 23 days of holidays to use however you wish. Regarding bank holidays, you can structure how you use them as you like. At the beginning of every year we will let you know how many bank holidays there will be on Spain in that year and you will be able to use them however you wish. This means that you can make them coincide with bank holidays in your country of residence, or work on those national bank holidays and use them otherwise. If you live in a country with more bank holidays than Spain, you will have to notify our Office Manager so she can add those to your balance.
 
-National festive days of the year will be stablished by the government, regional festivities will be stablished by the community of Madrid, and local festive days stablished by the City of Madrid. The calendar will be shared with you before the start of the year. 
+National festive days of the year will be established by the government, regional festivities will be established by the community of Madrid, and local festive days established by the City of Madrid. The calendar will be shared with you before the start of the year. 
 
 For organizational purposes, you should let your manager know whenever you will take a day off, regardless of it being a bank holiday in your country or state of residence or not.
 
 Unlike in some other companies we don't count the weekends of bank holidays that fall inside of your holidays. This means that if you take two weeks off it will count as 10 holidays (2x Monday-Friday). This is the norm in most countries but some companies in some countries also count the weekend in between as part of your holidays.
 
-You can also work during weekends and exchange those days for additional holidays. You just have to let your team know that you are going to do so. Again, try to do it with time so that everyone can plan accordingly.The company will include an extra day of vacations in the annual total amount.
+You can also work during weekends and exchange those days for additional holidays. You just have to let your team know that you are going to do so. Again, try to do it ahead of time so that everyone can plan accordingly.The company will include an extra day of vacations in the annual total amount.
 
 If by the company’s necessities you have to work during a festive day or a weekend, you will receive an extra day of vacations to the day of work resulting in the addition of two vacation days added to the total annual amount of holidays. 
 

talent/hiring_process.md

@@ -26,7 +26,7 @@ This document explains the internal hiring process at source{d} and the responsi
 
 - Any developer should be contacted by the lead engineers after together defining the outgoing message. It's a motivating factor for the developers to be contacted by the lead engineers and has shown in the past to have a significantly higher engagement rate.
 
-- If the lead engineers are not able to send the emails to the developers they are interested in, the Talent Manager should do that with copying the lead engineers in every email.
+- If the lead engineers are not able to send the emails to the developers they are interested in, the Talent Manager should do that and copy the lead engineers in every email.
 
 ### Screening
 
@@ -44,7 +44,7 @@ This document explains the internal hiring process at source{d} and the responsi
 
 ### Coding Challenges
 
-- Every developer who passes the first Skype interview, should complete the coding challege.
+- Every developer who passes the first Skype interview should complete the coding challenge.
 
 - In case of the Machine Learning team, there is an additional ML task necessary to be solved.
 
@@ -65,7 +65,7 @@ This document explains the internal hiring process at source{d} and the responsi
 * Design interview: to see how the developer would design a solution to a given technical problem working with several of our engineers. Each team has specific needs that should be properly covered during this interview. The interviewers are chosen by the lead of the team the developer is interviewed for. Duration 90'.
 * Logical thinking: to see how the developer solves an abstract problem in a logical way. At the moment is conducted by the Lead of Data Science, however it would be convenient to pass the knowledge of this interview to others for the future. Duration 60'.
 
-- The interviewing schedule is decided on Lever by the Talent Manager and collaboration with the leads when necessary to identify the interviewers.
+- The interviewing schedule is decided on Lever by the Talent Manager, who collaborates with the leads when necessary to identify the interviewers.
 
 - In case of rejection, the developer should be notified in person on the day by the lead of the corresponding team on why they were rejected. This should be a constructive discussion giving the developer as much insights as possible. If the interviews last for more than one day, the developer might be rejected at any given day.
 
@@ -79,8 +79,8 @@ This document explains the internal hiring process at source{d} and the responsi
 
 ### Exceptions
 
-- There are exceptions to the above steps for internship roles. The first step in this case is the Coding Challenges and then a technical Skype interview. Also, we do not do final round of interviews for interns unless one could join us as a full-time engineer.
-- If a developer has applied to multiple roles, it will be determined either in the first interview or in last round, in which team fits better.
+- There are exceptions to the above steps for internship roles. The first step in this case is the Coding Challenge and then a technical Skype interview. Also, we do not do a final round of interviews for interns unless one could join us as a full-time engineer.
+- If a developer has applied to multiple roles, it will be determined either in the first interview or in the last round which team fits better.
 
 ### Feedback
 

talent/offboarding.md

@@ -6,7 +6,7 @@ The relationship with the company can finish in two different ways:
 
 #### The employee leaves voluntarily
 
-_This process describes employees working for the Spanish entity, for the USA this is not yet documented._
+_This process describes employees working for the Spanish entity. For the USA this is not yet documented._
 
 - The employee has to inform the company, usually 15 days in advance. 
 - The employee has to sign a resignation letter with their information and the end date, as shown in the [example](https://drive.google.com/file/d/1pjKqEeha7_vPIsMB1ykDPWtbTUHgutdo/view?usp=sharing).

talent/one_on_one_guide.md

@@ -35,7 +35,7 @@ Below is the guide we use at source{d} for one-on-one meetings between you and y
 
 ## Suggested Template:
 
-Starting the meeting please let the person know that anything they consider private will be kept private between the two of you but general feedback on the company, performance related, improvement suggestions and career development may be discussed with members of the management team or other leads.
+Starting the meeting please let the person know that anything they consider private will be kept private between the two of you. But, general feedback on the company, performance related, improvement suggestions and career development may be discussed with members of the management team or other leads.
 
 ### Part I. Company feedback
 
@@ -55,7 +55,7 @@ Starting the meeting please let the person know that anything they consider priv
 
 * Please let me know where you believe you can still improve? (it is important this becomes part of the action plan on how to improve)
 
-* If you could rate your happiness from 1-10? If not 10, why not and what can we do to improve it 
+* Could you rate your happiness from 1-10? If not 10, why not and what can we do to improve it 
 
 ### Part III. Team improvement
 
@@ -87,12 +87,12 @@ If you have a hard time getting to someone’s career goals (or they don’t kno
 
 ### Part VI. Personal **(completely private)**
 
-* The purpose here is to see how you can help your team member, if there is something source{d} can do to help and also to have understanding of any situations that are going on in someone’s personal life
+* The purpose here is to see how you can help your team member, if there is something source{d} can do to help and also to have an understanding of any situations that are going on in someone’s personal life
 
 * Ask about your team members' personal lives
 
 * Any problems they are having inside the company between people (this is about helping them solve it and it is important you stay unbiased)
 
 ### Part VII. Feedback on yourself
 
-* Ask for feedback on yourself: be open and push them to be honest. It is really important here people know that you won’t take it personal, often starting with an example of something you know you’ve been doing wrong helps.
+* Ask for feedback on yourself: be open and push them to be honest. It is really important here people know that you won’t take it personally, often starting with an example of something you know you’ve been doing wrong helps.