Thread by @AmyChanta

After six weeks of fresh air and house projects (and one really bad sunburn), I'm starting up my job search for a software engineering leadership role.

I'm a serial small company person, and have built and grown engineering teams primarily in the start-up space. About me... 👇

Disciplines I've managed: web, frontend, backend, SRE, mobile, QA, IT, infosec, and a bit of technical support, in both consumer and enterprise software orgs.

My experience skews heavily towards recruiting, operational excellence, and career development.

Things I'm good at:
* Listening to and understanding what motivates individuals, and what keeps them up at night
* Distilling down problems or patterns of behavior that hold teams back (spoiler: it's usually communication)
* Building teams, just enough processes, & programs

My leadership style is:
* Collaborative - The best ideas arise from considering different perspectives
* Inclusive - Everyone deserves a safe environment that supports them wholly
* Kind - Not to be confused with nice. I want to see people succeed, even if it means tough love

I value:
* Teams that approach challenges with humility and vulnerability
* Data-driven problem solving
* Investing in foundational processes and practices that enable speed and scale
* Changing things up if they no longer serve their original purpose

My non-negotiables:
* A team that has demonstrably committed to building a diverse and inclusive org at all levels, as well as within their products
* Remote-first - Open to commuting within the SF Bay Area a couple times a month
* Small-ish org - I thrive on wearing many hats

Industries: I am focusing my search on social impact-focused tech, but am open to all opportunities that align with my non-negotiables.

Roles: Impact > title, but my skill set and interests tend to align with Director, VP, or CTO positions.

DM and RT if you'd like to!

Thanks to everyone who reached out! I'll be looking through each opportunity closely, so it may take a day or two to reply. I had one quick follow-up thought I wanted to share: 👇

For the 20+ person orgs that don't have any BIPOC staff: I will scrutinize that in interviews. I have been and can be "the first" in an org, but you should be prepared for me to hold you accountable for making sure there are resources to ensure that I'm not "the only."

That means budgeting, education, training, community outreach, etc. It doesn't have to happen day one -- and I can help put together the plan -- but if it's not a top-level measurement, then I will not be the right person for your company.