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Steve Peak, founder and CEO of Asyncy, an ambitious foray into the brave new world of DevOps automation, orchestration, and choreography. An accomplished software engineer himself, Steve’s contributions to the development toolchain include other efforts like Codecov.io, a popular code coverage tool which he founded in 2015. The future of application choreography in the cloud era requires new ways of thinking about abstraction, and Asyncy’s passionate founder and team are charting new paths in this exciting field.
Are you a startup about to start scaling up your team? Are you freelancing and ready to hire some help? Scaling your business is exciting! But, it can also be challenging if you’re not on your A-game, especially if you’re experiencing rapid growth. One misstep could have you falling.
Imagine a world where you can work on anything, from anywhere. Tantalizing, isn't it? Well, I've got news for you: that's the world we live in, today. And building an effective globally distributed organization around remote principles is easy if you're privy to the right tools.
If you’ve made the decision to embrace a work culture that accommodates remote employees, there are a handful of practical tools you’ll need to invest in in order to make it work.
We’ve outlined the essentials across communication, project management and code promotion that constitute the essential must-haves for any remote shop.
As an engineering leader, you typically find that there aren't enough hours in the day. When it comes to boosting the productivity of your team and getting the most out of your day, it's hard to know where to start- so we’ve compiled some tips and tricks that might just turn your working woes into powerfully streamlined teams.
We’re going to encourage you to be a team leader who multiplies the energies and efficiencies of your team, rather than diminishing the work of your engineers.
What follows is a breakdown of what we've learned from our highest-performing Professional Freelancers and team leads after thousands of billed hours on hundreds of client projects. These leaders have mastered the art of effective remote management and provided immense value to their organizations - here's how.
Co-located teams have an easier job of building a culture. Daily face-to-face interactions lend themselves to fostering relationships. Additionally, bonding is more natural in the same office and planning off-site events is easier. However, that doesn’t mean you should just give up on building a culture for your remote team. With just a little more time and effort, your remote team can be as close as deskmates.
Getting a new hire up to speed takes up to 3 months or more, but if you’ve only got that time to execute a project, you’ll need your new hire to get up to speed quickly. Here’s how you can use processes and tools to ensure new hires hit the ground running. In our experience, high-performing software engineering teams need these three key things to thrive.
Every manager has felt, at one time or another, the sheer panic of unexpected employee turnover. The time and cost of finding a viable replacement, the disruption to the team, missed deadlines - none of it is fun. When we think about employee retention, we usually think about how to deal with it when it happens. As an engineering manager, taking a proactive approach to employee retention, rather than a reactive approach, mitigates the risk of turnover before it even starts.
There's a huge difference between just managing software teams, and managing software teams to maximize efficiency. After helping to build and maintain hundreds of engineering teams, we would argue that achieving the latter is worth the extra effort.
Whether you’re launching a new SaaS startup, scaling your current engineering team, or spinning out a product from your existing company, building out an efficient software development team is a massive investment.
I’m not just talking about salaries - although fairly compensating your software engineering team is certainly nothing to sniff at. Beyond salary, if you break the hiring process down into a cost equation, it’ll likely look something like this...
