Overview
Scaling an engineering organization is one of the hardest challenges in technology leadership. Hiring fast without lowering the bar, restructuring teams without losing momentum, building culture while doubling headcount – these require deliberate design, not just good intentions. I help companies build engineering organizations that scale.
What I Deliver
- Hiring process design – structured, scalable hiring funnels with case-study-based interviews that maintain high selectivity even at volume
- Leveling frameworks – clear career ladders for engineers and engineering managers that support fair compensation, performance management, and growth
- Team restructuring – reorganizing around product ownership, reducing dependencies, and improving delivery speed
- Nearshore build-out – assembling and integrating remote or nearshore engineering teams with proper processes from day one
- Performance management – establishing feedback loops, one-on-ones, and performance evaluation systems that actually work
- Succession planning – coaching internal leaders into senior roles and ensuring smooth handovers
Track Record
At sevDesk, I doubled the engineering headcount during hyper-growth while maintaining an eNPS of ~60 and extremely low attrition. I reorganized teams around product ownership, introduced a leveling framework, and delivered a structured handover to the incoming CTO.
For a PE-backed financial group, I established scalable hiring processes and recruited 30+ engineers with an 8.75% funnel-to-hire ratio – demonstrating that speed and selectivity are not mutually exclusive.
At Productsup, I coached an internal Director of Engineering into the VP Engineering role over 4 months, ensuring continuity and avoiding the disruption of an external hire. At Acrolinx, I coached a team lead into a newly created Director of Engineering position for a department we built from scratch.
At Spaceshelf, I assembled a nearshore engineering team and delivered an MVP within 8 weeks, establishing CI/CD, monitoring, and release processes from the ground up before handing over to a permanent CTO.
Typical Engagement
Org design and scaling engagements typically run 6–12 months. I work as Fractional or Interim CTO/VP Engineering, build the structures and processes needed, develop internal leadership, and hand over to a permanent successor.
Need to scale your engineering organization? Let’s talk.
