6 months later, we onboarded 2 senior engineers, 1 junior engineer, and 1 intern.  

Everyone followed our team's internal onboarding document and contributed to it on areas of improvement.  

The senior engineers are leading large projects.  The intern finished their project on time.  Our junior engineer is hitting their stride and making meaningful contributions to the codebase.

I created training around leading the scrum ceremonies and we just finished a full rotation with everyone leading once.  

I'm really happy with how our team culture sponsors autonomy and ownership.

My team at Twitter is growing from 2 to 5 engineers.  We had a very loose agile structure that worked very well for two senior engineers. With the expansion including additional senior engineers, a junior engineer and an intern, it is time to upgrade our agile process!

I'm working on formalizing this and the foundation is looking like Scrum.

Two-Phase Commit or Not To (Two) Phase Commit (link)

The Surprising Truth About What Motivates Us (link)

Hello Twitter

Goodbye Wayfair

I am grateful for many things but here are some highlights:
- The opportunity to dip my feet into engineering management
- Providing the autonomy to organize 55+ Android tech talks
- Building upon a data-driven mindset through practice
- Providing a network of amazing peers

I ultimately left because the career path to staff engineer was opaque.