I liked this post – captures well what a Technical Program Manager is often asked to own.
Program Manager as COO by Ashwin Rajendra
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Been a while since I’ve written a blog. I want to write, yet making the time has been challenging.
I’ve had a child, you see. Orla McIntosh Muldoon was born on 16th May, 2014. As she has grown (nearly six months old as of writing) she has become more engaging – big curious eyes, exploring the world around her. So it has been difficult to focus my attention for a sufficient period to write a blog as I’m simply too distracted by her.
At any rate, I did recently attend Scrum Australia. It was the most amazing conference. Well organised, great coaching clinics, fantastic hallway conversations, fun presentations (check Bern Schiffers talk on experimentation – what a riot!).
Back in the swing of things at work after paternity leave. We’re on the journey and have a long road ahead. Watch out for more insight on what we’ve learned in the coming months.
Until then, have a great week and thanks for checking in.
I’ve started looking at Topgrading at the suggestion of my colleague Kristen Johnson here at Twitter.
In short, the goal is to hire great team players that have the technical skills and an ability to collaborate effectively – two traits essential to driving the business forward. The thinking goes: it is better to falsely reject than mistakenly hire.
If, like me, you’re not familiar with Topgrading here are some resources to get you up to speed:
- Put “The A Method for Hiring” to Work
- Abbreviated Topgrading Interview Guide
- Topgrading “Lite” introduction video
- Example of Topgrading at Brittenford Systems
I’ve not put this into practice yet – merely learning what this is about and thinking of how best to apply this approach to hiring for product teams. Of note was the final step of the interview where the candidate arranges a reference check call directly with their present/former boss.
What has your experience been with Topgrading?