Build a Founding Engineering Team from Scratch

Building a founding engineering team from scratch

In Sep 2019, I joined Trace Data, a seed stage startup on API security based in the Bay area, to head the engineering org. Although I have built and grown teams before, building a founding engineering team from zero is quite different. In this article, I share some of my experiences and learnings. And hope it is helpful to other engineering leaders before you start your journey at an early stage startup.

The Initial Plan

In short, we wanted a long list of all the good things.

The challenges

Candidate quality is inconsistent

  • Group 1: work in big but not tech-strong companies. May have hit some blockers to grow their career in their current job. Think a startup could be easier, and the experience may help reboot their career.
  • Group 2: worked in many unknown startups. Hard to gauge skill level. A small percentage of this group is actually very sharp. The Indicator is that this person worked in a startup which either had a great exit or did very well in fundraising in recent years.
  • Group 3: either new grad or 1 or 2 years in their career. The former have multiple offers. The latter work in great companies. Interested in a promising startup as a founding engineer for more impact and learnings. They often have goals to start their own companies in a few years.
  • Group 4: great experience in great companies. Engineering skill has fully matured. They often had a few good exits thus are not worried about short term cash flow. They look for a mission and change the world.

Timeline is Tight

Results

Better than expected

The results were better than expected because

  • The 4 principal engineers worked with me before. I know how strong they are. Each of them could be a CTO in another seed stage startup. But they chose to join me at Trace Data. I am very proud and honored. A bit lucky too as timing happened to be very good.
  • Hiring a nearshore team was new to me and came with risks. It worked out very well and smoothly.
  • In Q4 2019, just 3 months, our first scalable architecture formed 100% in GCP and GKE.
  • In all 4 quarters of 2020, the team have hit the delivery goals. Not a surprise to me at all.
  • The team has high cohesion, communicates openly and shows strong trust.
  • Everyone has strong autonomy and is self driven.
  • A vivid example of ownership and team spirit: on Christmas night in 2020, a DataDog alert triggered. Within 5 minutes, one of the principal engineers was already on it and made the fix shortly despite it was not his OnCall schedule.

Diversity: there is room to improve

Looking back, a few thoughts

Resilience is a required character

We have added specific interview questions to gauge the resilience level of a candidate.

People are the MOST important

Once we hire the right people, great things will just happen.

Hiring slowly is okay

Conclusion

VP Engineering