Senior Engineering Manager with 6+ years leading teams, including at Oracle and Keller Williams. I move engineering organizations from zero AI adoption to a full AI operating model, unlocking a class of work they could not attempt before.
Eight stages from no AI to a governed, measured AI-first operating model in about 12 weeks. Built for CEOs, CTOs, VPs, and Directors, with a readiness check, a pilot return calculator, a rollout timeline, a guardrail simulator, and a map of the regulations that apply to you.
A team mission is not a paragraph on a wiki. It is a sentence the manager and every engineer can say out loud when a new executive asks. How I write one, how vision and strategy hang off it, and why I rehearse it.
The quarter plan and the sprint plan are different instruments, and most roadmaps fail where the two meet. How I keep the long horizon honest with the short one, budget tech debt as a standing line, and estimate to seventy percent on purpose.
DORA tells you how the delivery system performs, DevEx tells you why, and SPACE keeps you from measuring only what is easy to count. How I combine them to see the whole team, and the mistakes each one invites on its own.
Six weeks, 30 engineers, 80% daily adoption. The three things that changed for good, and the two that snapped back.
Cross team projects fail in the gaps between teams, where no one's name is on the work. What I do at the start of every collaboration to make sure the seam has an owner, and how I keep product, design, and sales from being surprised.
Seat prices are the smallest line item. Token economics, review cost, and the real cost of a bad rollout, with the numbers from ours.
The leaders I have worked for well were not the ones I agreed with. They were the ones who never got surprised by me. What I send, when I send it, and how I disagree without losing the room.
The fear of becoming disposable is real, and ignoring it stalls adoption. How I addressed it directly, and what the team did with the room it created.
Reorganizations fail in the announcement, not the org chart. What I do in the weeks before, what I say on the day, and the question every engineer is actually asking when the boxes move.
New hires on my teams ship production code in their second week. Not because they are special, but because onboarding is designed backwards from that moment. What the first ten days look like and what I stopped including.
The interview loop I inherited measured how fast someone could code under observation. The one I run now measures whether they can tell good work from bad, including work a tool produced. What changed, what stayed, and where the candidates actually come from.
Doubling a team is the fastest way to halve its output for two quarters. What I have learned about pacing growth, protecting the people already there, and the number I watch instead of headcount.
For CEOs, CTOs, VPs, and Directors: eight stages from no AI to a governed, measured AI-first operating model in about 12 weeks. Readiness check, tool scorecard, pilot return calculator, 12-week rollout timeline, guardrail simulator, regulatory map, and a scenario drill.
Open the guideA self-paced study companion for the Claude Certified Architect, Professional exam: blueprint-weighted domains, cross-domain drills, and a mock exam that tracks your progress in the browser.
Open the guideEngineers do their best work when they trust their manager and know where they are headed. I coach toward the next version of each person, and I own outcomes regardless of where a failure started.
I measure adoption and outcomes with platform data rather than surveys, and I share the numbers inside the company, including the unflattering ones. Trust compounds when the scoreboard is public.
Nobody on my teams was replaced by AI. We raised our ambitions instead, and the roadmap grew to match. The transformation only holds if people come out of it stronger than they went in.
Leading engineering for a real-time, mission-critical platform in Austin, TX. Writing about the management work behind AI-first organizations, here and on LinkedIn.
