Hiring or Retention Strategies with

If you’re struggling to attract talent or keep strong people, this session helps you fix the real causes: process, incentives, culture, and growth paths.

Use this when you need:
- A hiring strategy that works in your market and comp constraints
- Better interview design: signal, consistency, bar raising
- Retention: career ladders, promotions, engagement, and manager quality
- Fixing churn, burnout, low morale, or “we keep losing our best people”
- Building a talent brand that’s real, not marketing

How it works:
- Share context and any docs ahead of time (job specs, interview loop, comp bands, attrition data, engagement themes)
- I’ll do up to 1-2 hours of pre-read
- We design a plan you can deploy immediately

What you leave with:
- A hiring and retention strategy tailored to your constraints
- Concrete changes to interview loops and decision-making
- A retention playbook: growth paths, incentives, and quick fixes

I’m a CTO-level engineering and product leader with 23+ years across Big Tech (Google, Amazon, Microsoft, Booking.com, Deliveroo) and startups.

People work with me when they’re tired of generic advice and want someone who can turn messy reality into a clear plan, then help them execute it. I operate at the intersection of product, engineering, and business. Call it “business magician” if you want. Practically: I help you find leverage, remove noise, make the right tradeoffs, and ship outcomes that move metrics.

What I’m unusually good at:
- Turning ambiguity into an executable strategy (product + tech + delivery)
- Ruthless prioritization and roadmaps that survive reality
- Executive communication: crisp narratives, decision memos, and alignment in 1-2 meetings
- Stakeholder alignment and unblocking politics without becoming political
- Negotiation and partnerships: win-win deals, clean incentives, no drama
- Scaling teams and systems: org design, hiring, delegation, reliability, and architecture tradeoffs
- AI and distributed systems when they add ROI (and calling out hype when they don’t)

What we can work on (based on your goal):
Career acceleration:
- Senior -> Staff/Principal, Manager -> Senior Manager/Director
- Role targeting, leveling expectations, positioning, narrative, and comp strategy
- Interview loops: system design, leadership, execution, and high-signal practice
- Portfolio and personal brand: what to show, how to frame it, and what to delete

Leadership execution:
- Your leadership operating system: priorities, cadence, delegation, accountability
- Influence without authority, conflict handling, and performance management
- Hiring and team building: raising the bar without creating chaos

Product and business strategy:
- “What are we building and why now”, positioning, metrics, and de-risking bets
- Roadmap tradeoffs, sequencing, and kill criteria
- GTM and pricing basics when relevant, plus partnership plays

Engineering excellence:
- Scaling, performance, reliability, incident culture, and pragmatic architecture decisions
- Translating technical risk into business language leaders will actually act on

What you get from sessions:
No vibes. No motivational fluff. We leave each session with tangible outputs: a decision, a plan, rewritten narratives, a de-risked interview strategy, a stakeholder map, or a product direction you can execute this week. Expect direct feedback, plus action items and accountability.

Who I’m a good fit for:
- Engineers aiming for Staff/Principal who want a real plan (not “just grind LeetCode”)
- New managers who need structure, confidence, and practical tools
- Staff+ leaders expanding scope, influence, and cross-functional impact
- Founders/CTOs who need product clarity, execution discipline, and leverage
- Engineers who want to scale up their career

If you want a mentor who can zoom out to strategy and zoom in to execution, book a call and tell me your goal, timeline, and what’s blocking you.