strengthening.md

Strengthening

The strengthening growth track emphasises the skills and expertise required to help people grow, develop Vio.com’s culture, establish a great employment brand and build the Vio.com’s community. It focuses on the ability of each employee to continuously embrace our culture, develop our community and spread the word of the great company we are all part of.

There are four specialisations in the strengthening growth track - mentorship, evangelism, recruiting, community.

	Mentorship	Evangelism	Recruiting	Community
	Provides support to colleagues, spreads knowledge, and develops people outside formal reporting structures	Promotes Vio.com to the outside world and establishes it as an attractive and thoughtful place to work	Strengthens Vio.com’s team by bringing in excellent and diverse staff members	Builds community internally, gives of themselves to the Vio.com team, and champions and extols company values
1	Informally mentors individuals in an ad-hoc way, supports new hires, and conveys institutional knowledge	Represents Vio.com externally, and influences individuals positively	Brings new candidates into the pipeline and understands how to evaluate candidates	Is available and present on current squad, and works to contribute positively to Vio.com's culture
	Acts as sounding board for peers and juniors.	Shares personal and Vio.com’s success with their network.	Participates in the interview process of Vio.com.	Treats everyone with respect.
	Acts as on-boarding buddy.	Brings friends to network at Vio.com during events or Friday drinks.	Scans his network for hiring leads and references appropriate open positions.	Participates in groups and activities outside the day-to-day job.
	Is available for informal support and advice when approached.	Attends external events and shares their genuine excitement with Vio.com.	Reads and learns about how to effectively conduct interviews.	Actively participates in team activities and rituals on- and off-site.
2	Mentors people proactively, and guides people to realizations rather than providing the answer	Participates more centrally in small events, and takes simple actions that positively influence groups of people	Interviews regularly, helps the squad make meaningful hiring decisions, and helps build a diverse pipeline	Steps up, builds connectedness, and takes concrete actions to promote an inclusive culture
	Asks questions to illuminate concepts, rather than stating them.	Represents Vio.com on external events such as meetups and conferences.	Writes down comprehensive interview notes and provides clear feedback.	Makes space for and encourages others to participate.
	Shares interesting info (articles, videos) with squad members that help them grow.	Participates in external communication groups (such as public Slack channels) and represents Vio.com.	Interviews candidates with respect and creates positive experience during the interview process.	Volunteers to facilitate team rituals.
	Allows others to lead efforts when it will help their development.	Organises small events that bring people to Vio.com.	Uses the growth model to calibrate and objectively evaluate candidates.	Collaborates with Vio.com’s folks across squad boundaries and responsibilities.
3	Actively shares knowledge and coaches small groups of engineers and continuously contributes to Vio.com’s shared knowledge base	Consolidates and shares knowledge with groups. Works hard to positively influence large groups of people on their views of Vio.com	Maintains and strengthens the integrity of the current process, and regularly brings in great candidates	Contributes to improving squad relatedness, and helps build a culture of lending support
	Regularly share knowledge and experience in tech talks.	Mentors or participates in a visible way in an external organisation.	Coaches others on how to interview effectively and with respect.	Stays positive and improves squad’s morale, with empathy.
	Organises workshops and coaching sessions for squads to help them develop a particular expertise	Writes blog-posts on Vio.com blog sharing about our culture, engineering practices, product achievements, and more	Writes new interviewing questions that are widely adopted to verify technology and core values fit.	Lends support to other squads to help achieving deadlines without being prompted and missing own deadlines.
	Avoids information silos and makes sure others do so too.	Publishes white papers and documentation on partner integrations on Vio.com Platform.	Brings new talent to the pipeline with high conversion rate.	Organises off-site events for their squad to boost morale and build strong team.
4	Mentor of mentors. Encourages people to mentor each other, and creates ways for them to do so	Establishes Vio.com as a great, innovative company and workplace to the whole industry	Actively contributes to and leads hiring decisions, and goes to great lengths to source great candidates	Exemplifies selflessness for the squad/chapter/tribe without compromising responsibilities, and lifts everyone up*
	Teaches and mentors individuals on how to be effective mentors.	Establishes themselves as an industry thought leader who attracts talent.	Owns and makes hiring decisions for a squad or a specialisation (FE, BE, DE) resolving discrepancies between interviewers.	Devotes large amount of time to helping on initiatives outside direct responsibilities.
	Establishes a new guild to help people in the same discipline grow.	Publishes materials about Vio.com's technology and innovations on various media channels that generate interest.	Implements improvements in the hiring and on-boarding process to improve experience and efficiency.	Takes on large amounts of tedious grunt work for the team without being asked.
	Defines coaching curriculum for squads/guilds/chapters.	Regularly holds workshops or sessions on large conferences.	Creates trainings and trains groups on how to interview effectively using behavioural questions.	Works across squads to facilitate engagement and interactions on delivering cross-squad projects.
5	Instills and promotes a culture of learning and development within the engineering organisation, or among senior leaders	Introduces Vio.com in a positive light to a wider audience outside the industry	Sets recruitment strategy, invests in long-term relationships for critical roles, and recruits at scale	Lives the company values, guards positive culture, and defines policies that support relatedness between squads
	Is a role model for productive and healthy mentor relationships.	Publishes or interviews in a mainstream newspaper or website outside technology.	Defines and owns chapter hiring plan & recruitment process end-to-end including goals and metrics.	Holds peers, squads, management and senior leadership accountable to Vio.com’s values.
	Identifies needs for external mentors and helps people find external curriculums that help their growth.	Participates in large conferences as keynote speaker with international attention.	Establishes best practices for hiring diverse and high-caliber professionals.	Organises off-site events next to his day-to-day work for a whole chapter or Vio.com.
	Sets incentive structures to recognise and reward mentorship.		Invests in relationship with top candidates and brings them in. Prevents top talent from leaving Vio.com.	Brings separate squads together to build relatedness.