Hiring

Hook: When I describe polyculture teams, some people hear "diversity hiring." They're solving different problems. Here's why polyculture matters even if you're already focused on DEI—and how to add it without abandoning your existing commitments. Let me address something directly. When

Hook: You invested three months in onboarding your new hire. Then you forgot about them. Now they're leaving, and you're surprised. You shouldn't be. Companies treat onboarding like it has an end date. Day 90 arrives. The "new hire" label comes off.

Hook: Your new hire's first week is reading documentation, attending HR sessions, and feeling lost. By month three, they're wondering if they made a mistake. Here's how to fix that. Most engineering onboarding is terrible. Week one: HR paperwork, IT setup, compliance training, reading

Hook: Your job posting says you want a "rockstar engineer who thrives in fast-paced environments." You're getting exactly what you asked for. That's the problem. Let's read a typical job posting: We're looking for a senior rockstar engineer to join

Your interviews test whether candidates can code. They don't test whether candidates will make your team better. Here's how to fix that. Standard tech interviews have a problem. They test algorithmic thinking on a whiteboard. They test whether candidates can invert a binary tree, reverse a

Hook: Your hiring strategy is "hire the best senior engineers we can afford." It's also why your team is dysfunctional. Here's a better way. Let's talk about the most common hiring mistake in tech. Company has growth. Company needs engineers. Recruiter says: