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Former VP of Engineering at Scale. Expertise in technical leadership and evidence-based recruiting.
Recruiters and Tech Leads see hundreds of generic clone projects. Here is how to build a portfolio project that proves you're ready for production.
As an Engineering Manager (EM), your most impactful "Code" isn't written in a text editor—it's the Engineering Team you build.
Software at scale is a social activity. A single toxic high-performer or a disorganized hiring process can cost your company months of runway and thousands in technical debt.
The most common mistake EMs make is hiring for a Toolbox instead of a Thinker.
When you hire for outcomes, you find candidates who are motivated by Problem Solving, which is the only skill that doesn't deprecate.
Traditional interviews are famously broken.
Sustainable Hiring requires a structured rubric. Every interviewer should have a specific attribute they are looking for (e.g., "Architecture," "Conflict Resolution," "Security Awareness") with a 1-5 score and written justification.
In a competitive market, you are being interviewed as much as the candidate.
A "Perfect" technical loop looks like this:
Your goal as a leader is to build a team that is better than you. That requires a hiring strategy that is Data-Driven, Bias-Resistant, and Candidate-First.
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