Know exactly where your engineering team stands.
Skills gaps, velocity blockers, retention risks, hiring alignment — surfaced and ranked in 3 weeks. Then you fix what actually matters.
50–300 engineer orgs · Skills + retention + velocity · Action plan, not a report
For engineering leaders scaling 50–300 person teams.
The Problem
65% of scaling companies have hiring blind spots. Do you?
"Senior" engineer titles don't survive contact with the codebase.
Velocity drops feel structural but you can't point to the cause.
Hiring keeps missing — because the bar isn't where you think it is.
30%
skill gaps discovered on average
90-day
action plans delivered
We've assessed 200+ engineering teams. This is what we consistently see.
How It Works
Skills mapping (week 1)
Every engineer benchmarked against your actual stack and demands.
Velocity + retention analysis (week 2)
PR data, sprint patterns, 1:1 signal, surfaced together.
Action plan (week 3)
Ranked interventions: who to upskill, who to redeploy, what to hire for, which retention risks are acute.
On average, 30% of engineers are misleveled in critical skills.
30% of 'senior' engineers were mid-level — hiring bar reset, next 6 hires landed
Org chart finally matches reality. Hiring loop fixed.
“[Testimonial coming soon — client feedback in progress]
Pricing
Team Diagnostic
Scoped to org size (50–300 engineers)
- Full skills map
- Velocity + retention analysis
- Ranked action plan
- Post-delivery readout