> ## Documentation Index
> Fetch the complete documentation index at: https://docs.zipteam.com/llms.txt
> Use this file to discover all available pages before exploring further.
# Build a Dream Team
> Teams is a planning process to identify guaranteed skill capabilities and skills gaps(risks), in order to develop into a true dream team.
The previous Team-Up feature has been integrated into Scout mode of Teams.
## Directions
The Teams planning process follows these general steps:
Your situation might branch into two scenarios;
* The job and its difficulty level are clear and you want to find experts with certainty (**Assign mode**)
* There are ambiguous aspects in the strategy or job and you want to conduct a comprehensive member search (**Scout mode**)
Now, let's start creating a team.
## Initiating a team with required skills
Select the **Teams** tab in the top left to start creating a team. Click the **+** button under **Create New Team**.
Initialize your team by following these steps:
1. Enter the team name
2. Add a description (optional)
3. **Add Required skills** (Next Step)
The input field features predictive input, allowing you to select appropriate skill names without worrying about variations in terminology. Don't worry if you forget to add some skills - you can always add them later.
If you find it difficult to determine the skills needed for your team, don't force yourself to add them. Start by setting tentative ideal skills. One of the important aspects of the Teams experience is visualizing gaps and recognizing challenges that need to be faced with courage. It's not about challenging the knowledge of ignorance.
## Searching for candidates
Go to your created team and click **Add** in the top right to select a search mode.
### Assign or Scout
Manager or Admin role is required to use Assign mode.
* **Assign** mode specializes in finding experts by focusing on detailed skill levels through [Peer reviews](/en/skills-hub/peer-review#overview-of-peer-review).
* You can search using **a single keyword**, making it ideal for finding mission-critical candidates. Keywords can be specified by clicking required skills or entering them in the input field.
* Search results display candidate summaries and Peer Review evaluations. Click on Peer Review to see action tags and Versatility scores related to that skill.
* When you find suitable members, select the appropriate [Member type](/en/teams/teams#member-types) from **Add to team** to add them to your team.
* **Scout** mode uses Self review data as its search space and supports OR searches with up to **5 keywords**, enabling flexible candidate searching. Keywords can be specified by clicking required skills or entering them in the input field.
* Search results show candidate summaries and Self Reporting/Self Review skill graphs.
* When you find suitable members, select the appropriate [Member type](/en/teams/teams#member-types) from **Add to team** to add them to your team.
You'll organize member types in later steps. So let's just make some temporary settings for now.
Each user has an assignment limit under the Free or Starter license. If a candidate has already reached their limit, you won’t be able to assign them to your team. (Free: 1, Starter: 11)
**Search Filters**
Both Assign and Scout mode have **Show filter** to filter candidates by language and timezone.
### Member Types
Team management through the Teams feature has 4 Member Types.
* **Leader**: The project driver
* **General Member**: Members who handle multiple tasks that drive the project
* **Specialist**: Members like senior engineers who provide management and important contributions related to specific skills
* **Advisor**: Members who don't participate in regular project operations but help with ad-hoc tasks requiring deep knowledge
Once you've added enough candidates, click **Back to team overview** to return to the **team overview**.
### Can't find any candidates?
It's not a failure. Rather, it's a moment where you've gained **important insights that affect the entire organization.** You're now ready to make a decision—whether to develop talent internally or acquire it externally. **However,** there's one more thing to check. Someone might actually possess the ideal skills already. Why not conduct a [Self review survey](/en/skills/self-review) in your workspace to find people with the skill set you're looking for?
## Mapping between skills and members
After adding candidates, you may feel the team is a bit messy. Let's move forward to start by mapping skills to members. Assignment is simple - just select the icon in the rightmost column of the Required Skills table and click the Assign button for the appropriate member.
From the **Edit** button in the top right of the Required Skills table, you can add and delete skills, as well as set skill level queries based on Peer Reviews.
## Examining a team through Report
Before finalizing candidates, let's move to the **Report** tab to check the team's status. Here you can check two things: Skill Coverage to verify if skill capabilities are sufficient for strategy execution, and Skill Assignment Distribution to check the degree of dependency on specific candidates.
Skill Coverage is a visualization to verify whether appropriate members are assigned to skills without any gaps.
The **Summary** shows the following:
* **Qualified**: Number of skill holders (Reported by both Peer Review and Self Reporting)
* **Assigned**: Number of assigned candidates
* **Assignee Qualification Rate**: Percentage of assignees who possess the skill
* **Highest Level**: Highest level of Peer Review among Assignees
In Qualified and Assigned, you can check the detailed distribution of Assignee levels.
* Assigned \< Qualified: Missed assignments, or excess candidates
* Assigned = 1: Could become a SPOF for tasks related to that skill
* Assignee Qualification Rate \< 100: There are non-skillholders (assigned as a trainee?)
* Assignee Qualification Rate = 0: Capability is lacking, countermeasures needed
* Highest level = Self-reported: Need to include the skill in next Peer Review
There's no inherent good or bad in the insights obtained. If capabilities for strategy execution are insufficient, you can develop sub-strategies for acquisition or development. What's important is to identify explainable next actions.
You can change the visualization using the arrow in the top right corner of the graph frame. This chart helps you check whether the workload is overly concentrated on specific members. Hovering over the graph displays candidate names and member types. You can gain a general insight into which candidates might have a concentration of tasks.
How to handle low bus factor varies case by case depending on strategy.
* Startup project: Having multi-hat roles is normal, so it's common to have dependencies on specific candidates for certain skills.
* Mature business: Skill redundancy can become one of the survival strategies.
>
> * **Bus factor:** Number of people who can leave before work is blocked.
> * High = safe (task is shared)
> * Low = risky (task depends on few)
> * **SPOF(Single Point of Failure)**:
> * One person holds all key knowledge. If the person unavailable, the project fails.
> * Bus factor = 1
Let's return to searching for candidates and skill assignment based on your team's situation.
## Adjusting Member Types
Have you created a satisfactory Report? You're almost there. Let's clarify the roles of team members. Rather than determining [Member types](/en/teams/teams#member-types) based on organizational position, it's better to assign them based on the skills related to the work necessary for strategy execution.
> e.g. If the non-titled UI/UX designer and backend engineer are the project initiators and are directly collecting VoC, they should be the project drivers.
Members marked with exclamation point after organizing are those who aren't mapped to any specific skills. You can select **Remove from team** from the member card's ellipsis menu.
Congratulations! Now your team is all set.
## Editing and Deleting a Team
You can edit your team information at any time.
* **Team Tag**
You can add short tags to your Team using the **+** button in the top left. These are displayed in the team list, making it easy to understand project details (codename, tasks, projects, account volume, etc.) at a glance.
* Edit team summary
You can edit the team name and description from the ellipsis menu in the top right.
* Delete team
You can delete the team from the ellipsis menu in the top right.
This operation cannot be undone.