My org sits at the center of the amazon.com storefront — three platform charters that thousands of Amazon engineers build on every day. I run it as one multi-discipline team: engineering managers and their teams, a product function, and an applied-science lead, spanning Seattle and Vancouver, BC.
On performance, we treated latency as a product: instrumenting the critical path, going after the slowest real customer experiences, and proving the revenue impact of every millisecond. That produced the fastest amazon.com shopping latency in years and a program estimated to drive $1.5B+ in annual revenue.
On observability, we built distributed tracing and analytics across a 90,000+ service graph so teams could see, in one place, how a customer request actually flows through the system. And I manage a team applying custom AI to turn slow, manual migration programs into automated, repeatable workflows.
I inherited this org with low morale and unclear direction: assessed the product portfolio, wrote a vision document that resonated with senior leadership, and rebuilt the culture from the ground up — zero attrition through the transition. Within six months, operational health scores went from 25% to 90% on one product line and 12% to 50% on another.
On the people side: three promotions in one year, exceeded hiring targets, and restructured when performance gaps emerged — always pairing high standards with individualized growth plans.
On strategy: when asked to evaluate a new business opportunity in package delivery latency, I delegated the analysis to my economist and TPM, collaborated with senior principal engineers across three orgs, and delivered a recommendation within one month — the most efficient senior-leadership document review in my nine years at the company. We recommended a strategic support role rather than full ownership, transitioned it cleanly, and kept the team focused on our core charter.
When a partner team wanted to rush new workflows straight to production, I pushed back and helped them navigate it more deliberately instead, then gave extensive feedback ahead of their executive demo. They succeeded — a reminder that backbone and generosity aren't mutually exclusive.