The people record
Promoted six leaders across levels, including two people I brought into product
from customer support and account management. I ran Square's PM mentorship
program, conducted more interviews than anyone in the Developers & Partners
org in 2024, and managed 16 direct reports across product and
platform operations.
The story I'd tell first: a week before a major launch, a conflict between the
docs and engineering teams escalated to me, each side certain the other was the
problem. The launch wasn't the problem — the teams had turned tribal — so instead
of ruling on the escalation, I coached the two leads and ran a joint offsite.
Not a single similar escalation since.
And the record travels: 40+ engineers I helped train now work at Google,
Palantir, Amazon, and Bloomberg — that venture is
just below.
How I hire
I ran PM hiring for my org and wrote the interview guides it ran on. The system
screens for two things above everything else: self-awareness backed by concrete
examples, and rapid, high-quality decision-making — the rare great answer. Bad
logic is a fault. Bad ideas are forgiven.
My red flags are boring on purpose: meandering answers with no narrative behind
them, features nobody can tie to business impact, job hops blamed entirely on
other people, and paper seniority which doesn't survive questions about the
actual work.
The bar itself is a system. An on-site is expensive, so a screen recommendation
is a claim you defend to the panel. The pipeline matters as much as the
interview: I built trial and conversion paths for strong people from adjacent
disciplines, which is where the two conversions above came from.