You're a strong engineer. Your career materials don't show it.

Yes. We build frameworks for approaching any problem — not memorized solutions, but actual thinking patterns. We practice until you can walk through designs confidently, handle follow-ups, and make trade-offs out loud without freezing.

That's one of our most common engagements. The jump from Senior to Staff is about demonstrating scope, influence, and technical leadership — not just writing more code. We help you identify the Staff-level work you're already doing and articulate it clearly.

We don't do algorithm prep — there are great resources for that (LeetCode, NeetCode, etc.). We focus on everything else that determines whether you get the offer: positioning, system design, behavioral interviews, and negotiation. Those areas are often the difference between a rejection and a $400K offer.

The principles are the same across specialties. We tailor the specifics to your domain — a frontend system design interview is different from a distributed systems interview. We meet you where you are.

Most clients start landing interviews within 2-3 weeks once their materials are dialed in. The full search timeline depends on your target (FAANG vs. startup, etc.) and how aggressively you're searching. We help you build a sustainable system, not a desperate spray-and-pray approach.

Yes, and this is often where we add the most value. Engineers routinely leave $50-100K on the table because they don't know their leverage or how to ask. We help you understand the comp bands, prepare your ask, and handle the back-and-forth with confidence.

That's exactly what our initial strategy call is for. We'll look at your actual work, scope, and influence to calibrate where you should be targeting. Many engineers are surprised to learn they're already operating at the next level — they just need to prove it.

Final round rejections are usually about leveling or culture fit signals, not technical ability. We dig into your interview stories, how you're presenting yourself, and what signals you might be unintentionally sending. Often it's a fixable positioning problem.

About 40% of our clients are currently at or targeting FAANG. We understand the leveling systems, interview processes, and what it takes to stand out in those environments. We also work with engineers at startups, mid-size companies, and those making the transition between.

I spent a decade as an engineering leader doing the actual hiring. I know what separates a candidate we fight to hire from one who gets passed over. This isn't theory — it's pattern matching from hundreds of hiring decisions and interviews.

Coaching engagements range from focused resume work to comprehensive search support. The free strategy call is where we figure out what you actually need. Most clients see ROI of 10-50x their investment in their first negotiated offer.

We work with engineers globally. The positioning principles are the same, though we adapt for regional market differences. For visa sponsorship, we help you navigate which companies sponsor and how to position yourself to be worth the extra paperwork.