Technology Hiring, Coaching & Mentoring
AI has changed what it means to hire and develop an engineer. Interviews built for a world without AI assistants miss the point, and juniors lose some of the routine work they used to learn from. I help organisations adjust, and I coach the people involved.
Who this is for
- Leaders hiring engineers who want an interview process that reflects how people work now.
- Engineering managers building career paths and mentoring for people who use AI daily.
- New engineering managers and senior engineers moving into leadership.
- Organisations deciding how to balance junior hiring, senior expertise and AI tools.
What I do
- Hiring process design. Interviews that test how a candidate works with AI, rather than whether they avoid it. See Hiring Engineers in 2025: Testing AI Collaboration, Not AI Avoidance.
- Mentoring juniors. Keeping skill development going when AI handles routine tasks. See Mentoring Developers When AI Writes Half Their Code.
- Talent economics. A clear-eyed view of what senior expertise is worth. See The Expertise Discount, The Great Wait and The Hidden Cost of Cheap AI.
- Career frameworks. See Building Career Ladders for AI-Era Engineering Teams.
- Coaching. One-to-one and group coaching for leaders and senior engineers. See Leading Without Authority.
How it starts
A free introductory call of 15 to 30 minutes, then a fixed-price piece of work such as a hiring process review, or a monthly retainer for mentoring and advisory work. See the engagements page.
Questions
Should we stop hiring juniors because of AI?
The pressure to do so is real. The posts above set out the reasoning I would want leaders to weigh before they decide.
Do you coach individuals as well as organisations?
Yes. Mentoring and coaching can be one-to-one or in groups.
Related
Browse writing on the AI-era engineering organisation, or see engineering leadership.