Engineering Management

Explains company vision, target markets, acquisition channels, financial projections, and competitive landscape to squad members. Answers questions about company strategy within their squad. Connects squad deliverables to business model components.

Uses company strategy and market understanding to question squad assumptions and surface improvement opportunities. Adjusts squad priorities based on shifts in company vision or competitive landscape. Proposes solutions aligned with business objectives.

Challenges assumptions across multiple squads using market trends and company strategy insights. Identifies cross-squad opportunities that advance business objectives. Facilitates discussions that align multiple teams with evolving company vision and competitive positioning.

Drives EPD-wide improvements by connecting market dynamics to organizational strategy. Challenges executive-level assumptions with data-driven insights. Shapes how the organization interprets market opportunities and translates company vision into engineering priorities.

Asks questions that surface technical trade-offs and prompt investigation within their squad. Explains their squad's technical choices to stakeholders across the company. Identifies gaps in team understanding of architecture and technologies.

Introduces practices that improve how their squad learns and shares knowledge about SaaS architecture, languages, and cloud infrastructure. Asks questions that drive architectural improvements. Creates forums or documentation that enhance technical knowledge acquisition.

Asks questions that reveal cross-squad architectural opportunities and risks. Implements knowledge-sharing practices across multiple squads. Serves as technical resource for understanding architectural decisions across multiple teams. Coaches managers on improving technical understanding.

Asks questions that drive organization-wide architectural investigation and improvement. Establishes knowledge acquisition practices that scale across the EPD organization. Shapes how the engineering department understands and evolves its technical foundation and cloud infrastructure strategy.

Creates analysis to uncover and execute opportunities to improve their squad's software quality and operations. Identifies patterns in deploying, logging, and monitoring data. Proactively addresses production risks and dependencies within their team.

Improves software quality and operations analysis skills of other Engineering Managers. Shares learnings and best practices across teams. Coaches peers on interpreting operational metrics and establishing effective rituals for production readiness.

Creates analysis to uncover and execute opportunities to improve multiple squads' software quality and operations. Tracks change failure rate, logging effectiveness, and monitoring coverage across teams. Establishes operational excellence goals for multiple squads.

Creates analysis to uncover and execute opportunities to improve software quality and operations across the EPD organization. Introduces department-wide rituals and processes. Leads creation of production readiness goals and operational standards organization-wide.

Explains product functionality and customer workflows without assistance. Identifies when customer needs align with existing features. Asks questions that reveal gaps in team understanding of customer problems.

Connects customer personas to technical decisions within their squad. Reviews quantitative and qualitative data to challenge assumptions. Asks questions that drive investigation and improvement within their area of responsibility.

Interprets customer and product analysis to suggest decision improvements across multiple teams. Compares feature capabilities with competitor offerings. Asks questions that drive investigation and improvement across organizational boundaries.

Synthesizes quantitative and qualitative analysis to shape strategic decisions organization-wide. Serves as reference point for understanding customer personas and product capabilities across all areas. Advocates for customer-informed priorities at executive level.

Asks questions that surface user experience gaps and design system inconsistencies within their squad. Participates in design reviews by identifying technical constraints. Connects design decisions to implementation outcomes.

Suggests technical solutions that address user experience problems on their squad. Proposes design system improvements based on implementation learnings. Guides squad discussions on balancing usability with technical feasibility.

Develops technology strategies that enable multiple squads to better address user experience problems. Coaches managers on connecting technical decisions to design outcomes. Advocates for architectural choices that support design system evolution.

Establishes engineering practices that advance design system knowledge across the department. Champions technology strategies that create market-differentiating usability advantages. Shapes organizational approaches to integrating user experience into technical planning.

Facilitates standard team rituals such as standups or retrospectives. Suggests improvements to existing processes based on team feedback. Helps teammates navigate established workflows. Communicates change impacts to direct reports with manager support.

Ensures effective and efficient rituals and processes for their squad. Leads their squad through operational, strategic, and organizational changes. Creates or introduces new rituals that improve squad alignment on work-to-be-done. Shares learnings with other managers.

Ensures effective rituals and processes across multiple squads. Leads multiple squads through operational, strategic, and organizational changes. Coaches other Engineering Managers on process improvement. Identifies and resolves cross-squad process inefficiencies.

Creates or introduces rituals and processes that improve alignment across the entire Engineering department. Leads department-wide operational and organizational transformations. Establishes frameworks that other leaders adopt. Influences company-wide process standards through demonstrated results.

Ensures consistent production readiness within their squad via quality peer-review, QA, and documentation practices. Proactively identifies production risks and dependencies. Maintains team adherence to engineering standards.

Creates or introduces rituals and processes that improve their squad's ability to achieve production readiness. Documents and shares learnings with other managers. Experiments with new approaches to quality assurance and risk management.

Ensures consistent production readiness across multiple squads via quality peer-review, QA, and documentation practices. Establishes production readiness goals. Coaches other Engineering Managers to achieve those goals through regular feedback and guidance.

Creates or introduces rituals and processes that improve the whole Engineering department's ability to achieve production readiness. Leads the creation of production readiness goals. Drives adoption of engineering excellence practices across the organization.

Ensures their squad consistently achieves reliability, maintainability, scalability, performance, cost-effectiveness, security, and compliance goals. Identifies production risks and dependencies before they impact delivery.

Creates or introduces rituals and processes that improve their squad's ability to anticipate operational opportunities. Proactively shares learnings with other managers. Demonstrates patterns of continuous improvement in operational practices.

Ensures multiple squads achieve operational excellence goals. Establishes goals collaboratively across teams. Coaches other Engineering Managers through operational challenges. Aligns cross-squad operational practices and standards.

Creates and introduces department-wide rituals that improve anticipation of operational opportunities. Leads the creation of operational excellence goals for the entire Engineering organization. Shapes organizational culture around operational excellence.

Ensures their squad achieves low-defect software goals via effective and scalable test practices, including test automation where appropriate. Proactively identifies production risks and adjusts QA approaches based on results.

Creates or introduces rituals and processes that improve their squad's quality assurance practices. Documents successful approaches and proactively shares learnings with other managers to elevate QA standards across teams.

Ensures multiple squads achieve low-defect software goals via effective and scalable test practices. Helps establish quality goals across squads. Coaches other Engineering Managers through quality challenges and improvement initiatives.

Creates or introduces rituals and processes that improve the whole Engineering department's ability to achieve low-defect software goals. Leads the creation of department-wide quality goals and champions QA excellence as organizational strategy.

Co-authors squad roadmap, objectives, and vision. Represents team capacity in planning conversations. Identifies opportunities to apply existing technology strategies. Articulates tradeoffs between competing priorities. Surfaces dependencies and risks proactively during planning cycles.

Navigates complex planning decisions with high squad-level consequences. Makes final planning decisions when stakeholders disagree. Proposes technology strategy improvements based on squad experience. Adjusts plans dynamically as constraints and priorities shift.

Co-authors roadmaps, objectives, and visions across multiple squads. Coaches other Engineering Managers to identify technology strategy opportunities. Facilitates cross-squad alignment on competing priorities. Makes planning decisions affecting multiple teams and resolves inter-squad conflicts.

Navigates complex planning decisions with company-wide consequences. Leads creation of technology strategies that align the entire Engineering department. Co-authors organizational strategies. Creates planning frameworks and processes adopted across multiple squads. Establishes strategic priorities that drive long-term efficiency.

Delivers concise, accurate, and direct communication consistently. Meaning is clear without need for clarification. Presents information to stakeholders in a straightforward manner that does not hinder understanding.

Produces communication that influences EPD leadership decisions and perspectives. Frames technical and strategic information to shift viewpoints. Presents compelling cases that result in changed priorities or approaches within the engineering organization.

Shapes viewpoints across the cross-functional Leadership team through persuasive communication. Translates technical concepts for non-engineering executives. Facilitates alignment between Product, Design, and Engineering leaders on strategic decisions.

Produces communication that shapes Executive team viewpoints and company-level decisions. Presents to board and C-suite with influence on strategic direction. Articulates complex technical strategies in ways that drive executive action and resource allocation.

Brings relevant stakeholders into decisions within their squad. Delivers specific, timely feedback to squad members. Seeks input from cross-functional peers when their expertise is needed.

Consistently brings the right stakeholders into decisions across the company. Provides specific, timely, and direct feedback to peers across the company. Navigates cross-functional dependencies proactively.

Demonstrates effective collaboration and feedback practices that squads and cross-functional peers emulate. Independently aligns the EPD organization on cross-squad plans. Provides specific, timely feedback to leadership team members.

Provides specific, timely, and direct feedback to the Executive team. Introduces new collaboration and feedback practices that are adopted across the company. Shapes how the organization approaches cross-functional alignment.

Shares personal development goals and progress with team. Demonstrates learning from failures through changed practices. Encourages team members to experiment and learn. Provides coaching that emphasizes capability development over fixed abilities.

Identifies when individuals display fixed versus growth mindset language and behaviors. Implements practices that normalize learning and experimentation within squad. Coaches direct reports to view challenges as development opportunities. Celebrates effort and learning alongside outcomes.

Introduces systems and rituals across multiple squads that reinforce growth mindset. Addresses fixed mindset patterns in team dynamics and planning discussions. Shares stories that demonstrate organizational capacity for growth. Coaches other managers on recognizing and shifting mindset patterns.

Champions initiatives that challenge company-wide assumptions about capability limits. Publicly reframes organizational setbacks as learning opportunities. Establishes practices that embed growth mindset into hiring, development, and strategic planning. Models vulnerability about own learning edges at executive level.

Consistently models leadership principles within their squad. Provides feedback to direct reports on leadership behaviors. Addresses situations where values are misaligned. Takes initiative to reinforce positive leadership examples in team settings.

Visibly demonstrates leadership principles across cross-functional teams. Coaches direct reports through complex leadership challenges. Adapts leadership approach based on team dynamics. Recognized by EPD peers as exemplifying company values in decision-making.

Provides targeted feedback and coaching that measurably improves colleagues' leadership capabilities. Facilitates leadership development conversations across multiple squads. Shapes how leadership principles are interpreted and applied within the EPD organization.

Represents company leadership externally through speaking, writing, or industry participation. Leads initiatives to define or refine leadership principles company-wide. Influences executive-level understanding of leadership effectiveness. Establishes frameworks others use to develop leaders.

Consistently meets commitments with multiple dependencies across team members. Creates and implements processes that help their squad coordinate work and use time efficiently. Facilitates squad rituals that improve time allocation.

Introduces processes that improve time efficiency across the Engineering department. Identifies patterns of time waste across multiple squads and implements systemic solutions. Coaches other managers on effective time management practices.

Creates processes that help the EPD organization including Product Managers and Designers use time efficiently. Aligns cross-functional teams on shared rituals and planning practices. Reduces coordination overhead across organizational boundaries.

Designs and implements processes that help the entire company use time efficiently. Establishes company-wide standards for meetings, planning cycles, and decision-making. Removes systemic time inefficiencies that span multiple departments and functions.

Delivers direct, timely, and specific coaching to direct reports without prompting. Creates individual development plans. Identifies skill gaps and provides targeted development opportunities within their squad.

Anticipates organizational needs and develops reports' skillsets proactively. Seeks feedback on own coaching effectiveness and adjusts approach. Resolves interpersonal conflicts within their squad independently.

Coaches managers across multiple squads on developing their teams. Resolves complex interpersonal conflicts spanning multiple squads. Identifies patterns in development needs and creates scalable solutions.

Designs and implements coaching frameworks adopted across the EPD organization. Trains leaders on performance management practices. Establishes new standards for people development that measurably improve organizational capability.

Proactively checks in on squad morale through regular touchpoints. Addresses emerging conflicts directly with involved parties. Adjusts communication approach based on individual team member needs and stress levels.

Consistently recognizes and appropriately addresses squad morale and motivations, fostering an empathetic work environment. Resolves interpersonal conflicts within their squad through structured mediation and follow-up.

Effectively navigates cross-functional team dynamics, using emotional intelligence to de-escalate and resolve conflict in high-stakes situations. Models vulnerability and empathy in leadership interactions across organizational boundaries.

Champions emotional intelligence as a strategic asset across the EPD organization and reinforces empathetic leadership practices with other leaders. Coaches senior leaders on building resilient, emotionally intelligent teams at scale.

Ensures the right people are in place within their squad through performance management, hiring, onboarding, and transfers. Makes staffing decisions aligned with business objectives. Addresses performance issues directly and documents outcomes.

Proactively maintains a network outside the company to benchmark performance and source candidates. Identifies talent gaps before they impact delivery. Shares hiring best practices with peer managers. Builds relationships that strengthen the talent pipeline.

Ensures the right people are in place across multiple squads through coordinated performance management, hiring, onboarding, and transfers. Balances staffing across teams to meet business objectives. Coaches other managers on talent decisions and difficult conversations.

Improves performance management, hiring, onboarding, and transfer practices across the EPD organization. Introduces new processes that elevate talent quality and retention. Establishes standards and metrics that other leaders adopt. Shapes organizational capability through systemic change.

Gathers data on team velocity, morale, and skill gaps. Identifies specific improvement opportunities in squad processes or tools. Proposes changes to team rituals based on observed patterns. Facilitates discussions to clarify team purpose and priorities.

Creates analysis to uncover and execute insights that improve their squad's purpose, knowledge, mastery, tools, and processes. Improves knowledge acquisition practices for team health within their squad. Measures impact of enablement initiatives and iterates based on results.

Creates analysis to uncover and execute insights that improve multiple squads' purpose, knowledge, mastery, tools, and processes. Improves knowledge acquisition practices for team health across multiple squads. Shares learnings and coaches other managers on enablement approaches.

Creates analysis to uncover and execute insights that improve purpose, knowledge, mastery, tools, and processes across the EPD organization. Improves team health knowledge acquisition practices across the EPD organization. Establishes organization-wide standards and frameworks for team enablement.