• Acted as tech lead for core payroll API workstream, one of Gusto’s most risky and critical tech domains. Coordinated with cross-functional stakeholders and scoped work for 4 engineers. Anticipated and de-risked concerns, adjusted for blockers to ensure steady progress. Unblocked other teams by consulting, reviewing technical designs, and proposing alternatives to meet high API standards and address business need

• Promoted rigorous technical design and collaboration norms to drive decision-making with appropriate tradeoffs. Advocated for and contributed to development of first design doc template orgwide

• Proactively identified and addressed system weaknesses within the team and across engineering via incident processes, postmortems and advocacy for future project investments

• Mentored 2 junior engineers to help them gain execution momentum and independence. Onboarded and mentored 2 new senior engineers to become effective technical owners and leaders in the domain

• Proposed structural updates to engineering level guidance for more effective career growth conversations between ICs, managers and mentors. Proposal was incorporated into a 2023 levels refresh for all engineers

• Spearheaded backend external integration with Electronic Funds Source (EFS) to automate record-keeping and billing processes for 3rd party incidental costs, unlocking $1.3 MM annualized margin improvement

• Architected and led year-long effort for 5 engineers to migrate financial data platform out of monolithic codebase. Refactored complex, critical data model to expose 25 well-defined APIs, paving the way for compliance and IPO milestones, migration to microservices, and fewer regressions with financial data

• Acted as subject matter expert for Convoy’s legacy monolith service. Served on Board of Advisors for modernization efforts, joined additional voluntary on-call rotation, and guided teams on technical designs

• Proposed and organized recruiting pilot for nontraditional software engineers. Led interdisciplinary team of 6 to re-write interview process, train 10 interviewers and 4 hiring managers. Achieved 12% offer rate, 100% acceptance rate, and increased buy-in from hires’ supervisors 3 months later for more nontraditional devs

• Mentored 5 software engineers in successful ramp-ups, promotions, technical and collaborative skill-building

• Engaged executive leads to further our accountability to racial justice, climate justice, and equitable workplace policies including measurable sustainability commitments, improved economic and working conditions for customer support staff, and equitable implementation of parental leave policy