Engineering leadership
A development centre from nothing to thirty percent
Standing up a new development centre end to end: hiring, engineering culture, delivery practice and mentoring.
- increase in organisational revenue, within six months
- 12
- engineers hired, onboarded and mentored
- 30%
- increase in sprint velocity via BDD automation
- 6 months
- from zero to revenue-generating
A new development centre had no team, no practice and no delivery record. Six months later it contributed a 30% increase in organisational revenue.
What we did
- Hiring, led directly. The first ten engineers set the bar for everyone after them.
- Engineering culture, defined early. Codified standards, a clear review culture, and enough psychological safety that people raise problems while they are cheap.
- Mentoring twelve engineers directly.
Test automation
We adopted the Serenity-BDD framework, which moved acceptance criteria into executable specifications. Sprint velocity rose 30% and regression overhead dropped sharply. The team stopped re-testing the same paths by hand.
Link to our training
Our corporate training uses this same material, taught by the people who did the work.