Setting Up Comcast’s AI/ML COE: Lessons Learned from a 10-Year Journey
Amit Bagga
VP, AI/ML R&D
2 Comcast Confidential & Proprietary
The Origin
2000
3 Comcast Confidential & Proprietary
The Acquisition
2005
4
2006
Comcast Confidential & Proprietary
Show Me the Money!!!
5
2007
Comcast Confidential & Proprietary
Time for Change
6
• Platforms for Search & Discovery
– Metadata Processing
– Search
– Recommendations & Personalization
– Scene Level Metadata
Comcast Confidential & Proprietary
The Origin – Part II
#1 – Define the Mission
7
2008
Comcast Confidential & Proprietary
Time for Change – Part II
8
• Startup with deep pockets– Small team with big impact
– Reward folks making most impact
– Openness and transparency (minimal politics)
– Sharing of ideas
– Clear career path
– Lots of flexibility in work hours and remote work
– Causal and relaxed environment
– Weekly social events
– Free snacks/drinks
Comcast Confidential & Proprietary
The Foundation
#2 – Establish a Culture
9
• Reach out to area universities
– Give a talk on the exciting work being done
• If possible, show demos
– Dangle the ”data” carrot
• Nothing attracts ML folks more than availability of
lots of data
– Network with faculty & students
– Explore potential collaborations
Comcast Confidential & Proprietary
Start With Your Backyard
#3 – Reach Out to Local Universities
10
• Set up internship program
– One of the best sources of potential candidates
– They know the work, people, and culture and
vice versa
• Word of mouth
– Happy employees are your best salespeople
– Use their professional networks as a source
• Conferences
– Great for connections and name recognition
– Also allows for current employees keep abreast
of latest research
• Recruiters
– They always exist as a backup option
Comcast Confidential & Proprietary
The Need for Good Plumbing
#4 – Set Up a Recruiting Pipeline
11
• Interviews are two way streets
– Candidates learn as much about you as you do about them
• Show off your best
– Pick smart interviewers who are passionate about their work
– More is better
• contrary to Google where 4 interviews is enough
– Interviewers need to be prepared and thorough
– If you have a good culture, it will shine through
• Show off your culture (invite recruits to social events)
• Highlight the impact factor
Comcast Confidential & Proprietary
The Power of Marketing
#5 – Sell the Job
12
• Do not wait for the perfect candidate – there ain’t
one
• But, ensure you have a really good one
– Hire the candidate that clears the bar
– Do ensure the bar is high enough
– Importance of debrief session
• Open and honest discussion
• Everyone gets equal weight
• Makes candidates feel wanted
• Reduces chances of candidates shopping your offer
around
• Reduces time to hire
Comcast Confidential & Proprietary
Avoid Analysis Paralysis
#6 – Make Quick Decisions
13
• Attracts other rockstars
– By helping in the interview process
– By using his/her network to seed the recruiting pipeline
• Helps make a larger impact within the org
– Usually highly motivated and are able to carry a
disproportionate amount of the weight of the org on
their shoulders
• Acts as a role model for others
Comcast Confidential & Proprietary
Build a Program
#7 – Make an Early Rockstar Hire
14
2008
Comcast Confidential & Proprietary
Crawl
20102009
15
• Pick impactful projects with potential low hanging
fruit
– Choosing right projects is an art
• Have a crawl/walk/run approach
• Hire or work closely with product managers who can
act as a bridge between AI/ML algorithms/platforms
and customer facing products
– Traditional product managers do not have a “data-
driven” mind-set, a necessary skill for building products
powered by advanced AI/ML algorithms
Comcast Confidential & Proprietary
Create Some Magic
#8 – Make An Impact
16
• Create awareness of work and impact across the
key folks in the org
– Builds external confidence in group’s ability to deliver
• Awareness helps create pipeline of interesting and
impactful work
• That in turn helps retention and recruitment
Comcast Confidential & Proprietary
The Razzle Dazzle
#9 – Showcase the Work
17 Comcast Confidential & Proprietary
Baby Steps
2009-2012
18 Comcast Confidential & Proprietary
Walk
2013-2016
19
• As the org grows
– Identify key leads/managers and empower them
• Must be folks who are passionate and bought into the
culture and program
– Foster an environment of innovation
• For example, labweeks 3 times a year
– Ensure that pay and benefits continue to be
competitive
Comcast Confidential & Proprietary
Back to the Foundation
#10 – Maintain the Culture
20 Comcast Confidential & Proprietary
Run
2017
21
1. Define the Mission
2. Establish a Culture
3. Reach out to local universities
4. Establish a recruiting pipeline
5. Sell the job
6. Make quick decisions
7. Make an early rockstar hire
8. Make an impact
9. Showcase the work
10. Maintain the culture
Comcast Confidential & Proprietary
Recruiting AI/ML Talent - Ten Lessons Learned