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+# Engineering Management Skill
+
+**For people managers leading infrastructure, platform, SRE, security, and development teams.**
+
+> This skill focuses on team organization, hiring, career development, resource planning, and people management—not hands-on technical implementation. Complements the technical skills in this repository.
+
+---
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+🎯 SKILL ACTIVATED: engineering-management
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+
+
+## When to Use This Skill
+
+**You're a manager who needs help with:**
+- Organizing teams (platform teams, SRE teams, security teams)
+- Hiring engineers and assessing technical skills
+- Building career ladders and progression frameworks
+- Planning resources and capacity across teams
+- Conducting technical interviews
+- Running effective 1-on-1s with engineers
+- Understanding team structures and reporting lines
+
+**This skill does NOT cover:**
+- Hands-on technical implementation (see technical skills)
+- Executive strategy (see infrastructure-strategy skill)
+- Budget/cost management (see budget-and-cost-management skill)
+- Operations/on-call management (see engineering-operations-management skill)
+
+---
+
+## Core Areas
+
+### 1. Team Organization Patterns
+
+**Modern infrastructure team structures:**
+
+```
+Traditional Silo Model (❌ Avoid):
+├── Development Team (builds features)
+├── Operations Team (deploys & maintains)
+└── Security Team (audits & blocks)
+Result: Friction, blame, slow delivery
+
+Platform Engineering Model (✅ Preferred):
+├── Platform Team (builds developer experience)
+├── Product Teams (build features using platform)
+└── Enabling Teams (SRE, Security, provide expertise)
+Result: Autonomy, fast delivery, shared responsibility
+```
+
+**Common team patterns:**
+- **Platform Engineering Team** - IaC, K8s, CI/CD, internal developer platform
+- **SRE Team** - Reliability, monitoring, incident response, SLOs
+- **Security Engineering Team** - Security automation, compliance, vulnerability management
+- **Cloud Engineering Team** - Cloud architecture, migration, cost optimization
+- **Release Engineering Team** - CI/CD pipelines, deployment automation
+- **Database Engineering Team** - Database reliability, performance, migrations
+
+**See:** [team-organization-patterns.md](resources/team-organization-patterns.md)
+
+### 2. Hiring & Skill Assessment
+
+**Engineering hiring process:**
+
+```
+1. Define Role & Level
+   ├── IC levels: Junior (L3) → Senior (L5) → Staff (L6) → Principal (L7+)
+   ├── Skills matrix: Must-have vs Nice-to-have
+   └── Compensation band
+
+2. Source Candidates
+   ├── Job description that attracts right level
+   ├── Realistic preview of day-to-day work
+   └── Internal referrals (highest quality)
+
+3. Technical Assessment
+   ├── Resume screen (filtering for experience level)
+   ├── Phone screen (basics + fit)
+   ├── Technical interview (deep dive on skills)
+   ├── System design (architecture thinking)
+   └── Behavioral interview (culture fit)
+
+4. Make Offer
+   ├── Sell the role and team
+   ├── Competitive compensation
+   └── Quick decision loop
+```
+
+**Skill assessment frameworks:**
+- Platform Engineering: IaC, K8s, CI/CD, GitOps
+- SRE: Observability, incident response, automation, Linux
+- Security: Threat modeling, compliance, security tools
+- Cloud: AWS/Azure/GCP, cost optimization, architecture
+
+**See:** [hiring-and-assessment.md](resources/hiring-and-assessment.md)
+
+### 3. Career Ladders
+
+**Infrastructure engineering career ladder:**
+
+```
+Individual Contributor (IC) Track:
+
+L3: Junior Engineer
+├── Executes well-defined tasks with guidance
+├── Learning fundamentals of systems/cloud/security
+└── Focus: Skill development
+
+L4: Engineer
+├── Owns small-to-medium projects independently
+├── Proficient in core technologies
+└── Focus: Execution
+
+L5: Senior Engineer
+├── Owns large projects, mentors junior engineers
+├── Expert in domain, influences team decisions
+└── Focus: Technical leadership + mentorship
+
+L6: Staff Engineer
+├── Drives multi-team initiatives, sets technical direction
+├── Domain expert, shapes architecture
+└── Focus: Technical strategy + broad impact
+
+L7+: Principal/Distinguished Engineer
+├── Drives organization-wide technical strategy
+├── Industry expert, represents company externally
+└── Focus: Vision + strategic impact
+```
+
+**Manager Track:**
+
+```
+M3: Engineering Manager
+├── Manages 5-8 engineers (typically L3-L5)
+├── Delivers team roadmap, handles people issues
+└── Focus: Team execution + people development
+
+M4: Senior Engineering Manager
+├── Manages 8-12 engineers OR 2-3 teams
+├── Influences department strategy, mentors other managers
+└── Focus: Multi-team coordination + strategy
+
+M5: Director of Engineering
+├── Manages 30-50 engineers across multiple teams
+├── Sets department vision, resource allocation
+└── Focus: Organization building + strategic planning
+
+M6+: VP/SVP/CTO
+├── Manages entire engineering organization
+├── Sets technical vision for company
+└── Focus: Executive strategy + leadership
+```
+
+**See:** [career-ladders.md](resources/career-ladders.md)
+
+### 4. Resource Planning
+
+**Capacity planning for managers:**
+
+```
+Team Capacity Model:
+
+Available Capacity = Team Size × Available Hours
+├── Team Size: Number of engineers
+├── Available Hours: ~30 hrs/week per engineer
+    ├── 40 hrs/week
+    ├── - 2 hrs meetings
+    ├── - 3 hrs context switching
+    ├── - 2 hrs interruptions
+    ├── - 3 hrs toil/ops work
+    └── = ~30 productive hours
+
+Capacity Allocation:
+├── 70% Feature/project work
+├── 20% Tech debt & refactoring
+├── 10% Learning & innovation
+└── Adjust based on team maturity
+```
+
+**When to hire:**
+- Team consistently at >90% capacity for 3+ months
+- Critical projects delayed due to capacity constraints
+- Engineers working unsustainable hours
+- Key person risk (single points of failure)
+
+**When NOT to hire:**
+- Temporary spike in work
+- Process inefficiencies that hiring won't solve
+- Unclear scope or requirements
+- Budget constraints
+
+**See:** [resource-planning.md](resources/resource-planning.md)
+
+### 5. Technical Interviews
+
+**Interview guide for managers:**
+
+**Phone Screen (30 min):**
+```
+Goals: Filter for basics + culture fit
+├── Background & experience (5 min)
+├── Technical basics (15 min)
+│   ├── "Walk me through a recent project"
+│   ├── "What technologies did you use?"
+│   └── "What challenges did you face?"
+├── Logistics & expectations (5 min)
+└── Q&A (5 min)
+```
+
+**Technical Deep Dive (60 min):**
+```
+Goals: Assess depth of technical knowledge
+├── Domain expertise (30 min)
+│   ├── Platform: "Design a CI/CD pipeline for microservices"
+│   ├── SRE: "How would you debug high latency?"
+│   ├── Security: "Threat model this architecture"
+│   └── Cloud: "Design multi-region active-active on AWS"
+├── Problem solving (20 min)
+│   └── Real scenario from your team's work
+└── Questions for us (10 min)
+```
+
+**System Design (60 min):**
+```
+Goals: Assess architecture/design thinking
+├── Present problem (5 min)
+├── Candidate designs solution (40 min)
+│   ├── Clarifying questions
+│   ├── High-level design
+│   ├── Deep dive on components
+│   └── Trade-offs and alternatives
+├── Feedback & discussion (10 min)
+└── Questions (5 min)
+```
+
+**Question banks:**
+- Platform Engineering: K8s operators, GitOps workflows, IaC patterns
+- SRE: SLO design, incident response, observability
+- Security: Zero Trust, compliance, threat modeling
+- Cloud: Multi-cloud, cost optimization, serverless
+
+**See:** [technical-interviews.md](resources/technical-interviews.md)
+
+### 6. One-on-One Guides
+
+**Effective 1-on-1 structure:**
+
+```
+Weekly 1-on-1 (30 min):
+
+First 15 min - Their Agenda:
+├── "What's top of mind for you?"
+├── Unblock obstacles
+├── Discuss challenges
+└── Surface concerns early
+
+Last 15 min - Your Agenda:
+├── Project updates & priorities
+├── Feedback (both directions)
+├── Career development
+└── Team/org updates
+```
+
+**Monthly Career 1-on-1 (60 min):**
+```
+Focus on growth & development:
+├── Progress toward career goals (20 min)
+├── Skills to develop (20 min)
+├── Projects for growth (10 min)
+└── Long-term aspirations (10 min)
+```
+
+**Questions to ask:**
+- **Engagement:** "What part of your work energizes you? What drains you?"
+- **Obstacles:** "What's slowing you down? How can I help?"
+- **Growth:** "What skills do you want to develop?"
+- **Team:** "How's the team dynamic? Any concerns?"
+- **Feedback:** "What could I do differently to support you better?"
+
+**Red flags to watch for:**
+- Disengagement (short answers, lack of enthusiasm)
+- Burnout signals (working late, weekends, stress)
+- Conflict with teammates (complaints, friction)
+- Career stagnation (no growth, bored)
+
+**See:** [one-on-one-guides.md](resources/one-on-one-guides.md)
+
+---
+
+## Integration with Other Skills
+
+**This skill works with:**
+- **technical-leadership** - For architecture review and tech decision frameworks
+- **infrastructure-strategy** - For roadmapping and technology selection
+- **engineering-operations-management** - For on-call, incidents, SRE operations
+- **budget-and-cost-management** - For headcount and infrastructure budgets
+
+**Technical skills for understanding your team's work:**
+- **platform-engineering** - What your platform team does
+- **sre** - What your SRE team does
+- **devsecops** / **cybersecurity** - What your security team does
+- **cloud-engineering** - What your cloud team does
+
+---
+
+## Quick Reference
+
+**Team Organization:**
+- Use platform model, not silos
+- Clear team charters and responsibilities
+- Avoid dependencies between teams
+
+**Hiring:**
+- Define level and skills clearly
+- Multi-stage interview (phone → technical → system design → behavioral)
+- Move fast - top candidates have multiple offers
+
+**Career Development:**
+- Clear ladder (L3 → L4 → L5 → L6 → L7+)
+- Regular career conversations (monthly)
+- Growth opportunities through projects
+
+**Resource Planning:**
+- ~30 productive hours/week per engineer
+- 70% features, 20% tech debt, 10% innovation
+- Hire when consistently >90% capacity for 3+ months
+
+**1-on-1s:**
+- Weekly 30 min (their agenda + your agenda)
+- Monthly 60 min for career development
+- Ask open-ended questions, listen actively
+
+---
+
+## For More Details
+
+Each resource file provides deep dives on specific topics:
+
+1. **team-organization-patterns.md** - Platform teams, SRE teams, security teams, reporting structures
+2. **hiring-and-assessment.md** - Job descriptions, interview processes, skill assessment frameworks
+3. **career-ladders.md** - IC track, manager track, promotion criteria, compensation
+4. **resource-planning.md** - Capacity models, when to hire, allocation frameworks
+5. **technical-interviews.md** - Question banks, interview scripts, evaluation rubrics
+6. **one-on-one-guides.md** - 1-on-1 templates, questions, career conversation guides
+
+---
+
+**Remember:** Your job as a manager is to:
+1. **Hire great people** and help them grow
+2. **Remove obstacles** so your team can execute
+3. **Set direction** and priorities
+4. **Build culture** of collaboration and excellence
+5. **Represent your team** to the rest of the organization
+
+You don't need to be the best technical person on the team—you need to enable your team to do their best work.