Building and Scaling Engineering Teams

Bringing in an experienced external senior software engineering leader brings invaluable expertise in enhancing team performance and driving growth. They provide objective insights into building effective performance frameworks, evaluating seniority, and aligning compensation with contributions. By implementing clear, actionable strategies, they can help organizations identify and reward talent, fostering a culture of accountability and continuous improvement. This approach not only addresses immediate performance challenges but also lays the groundwork for sustainable team development and alignment with business objectives.

When it comes to recruitment, an external leader offers fresh perspectives and strategic direction to build cohesive, high-performing teams. They help organizations shift from relying on external contractors to strengthening in-house capabilities, focusing on candidates with the right blend of technical expertise, leadership potential, and cultural alignment. By crafting thoughtful recruitment strategies, they ensure teams are not only skilled but also integrated and aligned with organizational goals. This transformation equips engineering functions with the resilience and adaptability needed to excel in today’s fast-paced and ever-changing landscape.

I bring experienced leadership to engineering organizations during transitions or leadership gaps, with a background that spans hands-on engineering to executive roles. With a mix of technical expertise and strategic insight, I work with teams to ensure stability and progress during transitions.

With a solid foundation in software engineering and a deep understanding of engineering disciplines, I collaborate closely with engineers to align technical efforts with business goals, helping teams achieve meaningful outcomes.

Having worked in both large corporations and scale-ups across different industries and regions, I’ve had the opportunity to support engineering leaders and their teams through a variety of challenges.

In coaching and interim leadership roles, I focus on providing practical support tailored to engineering leaders and organizations. By understanding their specific context, I aim to foster collaboration, develop sustainable practices, and enable leaders and teams to grow and succeed in the long term.

Mentoring and coaching have always been central to my approach as a leader. I bring a mix of technical expertise and leadership experience across all levels, from hands-on software engineering to executive roles.

I draw on my technical background to relate to the challenges engineering leads and managers face, working together to find solutions and foster growth. I provide mentorship by sharing relevant experiences and collaborating to overcome challenges.

Throughout my career, I've been dedicated to supporting the growth of teams across various settings, ensuring they have the right people and the tools to succeed. This included assessing candidates, attending fairs, and working with marketing to strengthen employer branding. I also proposed onboarding programs to ensure new hires were well-integrated, and I played a role in establishing remote teams in locations like India and Athens to handle key functions effectively.

My focus has always been on building teams sustainably. By introducing clear grading and performance management systems, I helped create an environment where people could thrive while addressing underperformance when needed. Whether supporting energy transition goals through targeted recruitment or fostering collaboration in remote setups, my efforts aimed to build solid, adaptable teams ready for the challenges ahead.

My hands-on experience in developing job profiles and grading frameworks, particularly in software engineering, has allowed me to create competency matrices and clear expectations that align with organizational goals.

I have also worked on crafting detailed job profiles with clear skill requirements across seniority levels, which proved valuable not only for career development but also for recruitment. By incorporating skills assessments into hiring processes, I’ve helped organizations map candidates effectively to the appropriate levels, streamlining recruitment and ensuring the right fit.

Although my focus has been primarily on software engineering, many of the methods and frameworks I’ve developed—such as competency matrices and structured grading systems—are versatile and can be adapted for use in other professional domains.