Enterprise Quality Governance & Engineering Scaling

Head of Software Automation · 2019 - Present

Engineering Leadership2019 - Present

Restructured organizational quality operations across 18 distributed product squads, transitioning manual QA roles into high-impact Software Development Engineers in Test (SDET).

Engineering MetricsCareer Matrix FrameworksDORA DashboardsCI/CD StrategyHiring & Mentorship

Situation

The organization suffered from a traditional “siloed QA” culture where manual testers validated software late in sprint cycles. This produced delayed feedback, high attrition, low engineering trust, and erratic release cadences.

Task

Define a multi-year Quality Engineering vision, establish clear technical career matrices, upskill the existing team, and embed quality engineering practices directly into squad sprint ownership.

Action

  • SDET Career Matrix Definition: Authored a 5-tier technical progression path (Junior SDET to Principal SDET), aligning engineering expectations around software design, system architecture, and infrastructure.
  • Upskilling & Hiring: Conducted internal bootcamps on TypeScript, Go, Docker, and CI/CD pipelines, while directly hiring senior SDET talent to pair with squads.
  • DORA Metrics Accountability: Partnered with VPs of Engineering to establish real-time tracking for Lead Time for Changes, Change Failure Rate, and Mean Time to Recovery (MTTR).

Result

  • Successfully transitioned 22 manual QA engineers into full-stack SDET roles.
  • Reduced average release lead time from 14 days to 4 hours.