blockmine 1.23.4 → 1.25.0

package/.claude/skills/engineering-management/SKILL.md

@@ -1,356 +0,0 @@
-# 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.
-
----
-━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━
-🎯 SKILL ACTIVATED: engineering-management
-━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━
-
-
-## 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.