Alembic was growing rapidly and needed to evolve their culture for their new scale. They needed consistency and visibility of skills development and remuneration expectations to drive conversations with team members about career growth. Together, we rolled out a career progression rubric that is customised for consulting work.
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Improving adhoc support process for an early stage product. The process needed to be scalable with product growth, and provide feedback to guide product decisions. We conducted a discovery phase to identify core requirements, and proceeded to establish a triage and escalation system. Outcome highlights include a 20% decrease in average time to first response, and the time to close tickets is trending downwards.
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Culture Amp wanted to upskill their development team to uplift engineering standards, incorporate good industry practices, have a solid understanding of good fundamentals and code architecture, and increase the rate of value delivery to customers. We ran a discovery phase to inform the shape of training, followed by creating and customising the content. Lastly we delivered an in-person interactive 3-day training to a 20 person cohort. The training achieved its goals of introducing best practices, and feedback was extremely positive.
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Forage engaged Blackmill to work with the engineering and leadership teams to ensure code, systems, and processes were meeting industry best practices. Partway through that engagement, the VP of Engineering (VPE) resigned and recommended the CEO bring Lachlan in as Interim VPE until the role could be permanently filled.
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Qantas Hotels reached out to us to help them hire new junior developers into the team and provide these new hires with support in the form of a dedicated customised training program. The aim of the engagement was to hire great recruits, increase engagement and retention of existing staff, diversify the team, introduce new perspectives and ideas, invest in the team, and create a training program that could be used again in the future.
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