Recruiting and scaling engineering teams
- 02 Jan 2025 |
- 01 Min read
At Heard, I recruited 8 engineers (mid to staff level), scaling team capacity by 60% while maintaining a mission-driven culture. Scaling teams requires balancing growth with culture fit.
The Challenge
Scaling teams requires:
- Finding great talent
- Maintaining culture
- Onboarding effectively
- Retaining talent
- Managing growth
Our Hiring Process
1. Sourcing
- Employee referrals (best source)
- Direct outreach
- Job boards
- Recruiters (selective)
2. Screening
- Resume review
- Phone screen (30 min)
- Technical assessment
- Culture fit interview
3. On-Site
- Technical deep dive
- System design
- Culture fit
- Team fit
4. Decision
- Debrief meeting
- Reference checks
- Offer negotiation
What We Looked For
Technical Skills
- Strong fundamentals
- Problem-solving ability
- Growth mindset
- Relevant experience
Culture Fit
- Mission alignment
- Collaboration skills
- Ownership mindset
- Growth orientation
Interview Process
interface InterviewProcess {
phoneScreen: {
duration: 30; // minutes
focus: 'communication', 'basic technical';
};
technicalAssessment: {
duration: 60; // minutes
format: 'take-home' | 'live-coding';
focus: 'problem-solving', 'code quality';
};
onSite: {
technicalDeepDive: 60;
systemDesign: 45;
cultureFit: 30;
teamFit: 30;
};
}
Onboarding
Week 1:
- Setup and orientation
- Meet the team
- First small task
- Pair programming
Month 1:
- Larger features
- Code reviews
- Team meetings
- Regular check-ins
Month 3:
- Full ownership
- Mentoring others
- Process improvements
Maintaining Culture
- Clear values and principles
- Regular culture discussions
- Lead by example
- Address issues quickly
- Celebrate wins together
Results
- 8 engineers hired
- 60% capacity increase
- Strong culture maintained
- High retention rate
- Mission-driven focus preserved
"Hire for culture fit, train for skills."
Lessons Learned
- Referrals are the best source
- Culture fit matters as much as skills
- Onboarding is critical
- Retention starts with hiring
- Growth requires intentional culture work
Common Mistakes
- Hiring too fast (quality over quantity)
- Ignoring culture fit (skills aren't enough)
- Poor onboarding (sets people up to fail)
- Not investing in retention (expensive to replace)
- Growing without structure (chaos)