Organization Building
Hiring, growing a team, reorganizations, and onboarding that works.
How to reorganize without lying to anyone
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.
Shipping in week two
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.
Hiring for judgment
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.
Growing a team without breaking it
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.