Engineering Manager Mentorship Program

Strong engineering skills do not automatically create strong management habits.

The Engineering Manager Mentorship Program installs a practical operating system for Engineering Managers and senior engineers preparing to move into management through 8 structured sessions: running effective 1:1s, giving feedback that lands, delegating without losing visibility and prioritizing under pressure.

Schedule a Fit Conversation

The Program

An 8-session arc. Not an open-ended engagement.

The goal is a repeatable leadership system the manager can continue using after the program ends, with stronger ownership, better follow-through and more consistent execution.

1 2 3 4 5 6 7 8
  • Session 1: Foundations
  • Sessions 2–4: People and Performance
  • Sessions 5–6: Process and Execution
  • Sessions 7–8: Product and Technical Strategy

Individual Mentorship uses 45-minute 1:1 sessions. Private Cohort Mentorship uses 60-minute facilitated sessions plus two 30-minute 1:1s per manager.

Inside the Program

What the sessions actually cover.

Each phase combines a practical leadership system with the manager’s real team, decisions and current challenges. The work is applied during the program, not saved for later.

Foundations
Getting a clear read on where a team and a manager's current habits actually stand.
People and Performance
Running 1:1s that surface real signal, giving feedback that lands and addressing performance concerns sooner.
Process and Execution
Managing work through clear workstreams, individual OKRs and explicit follow-through instead of ad hoc tracking.
Product and Technical Strategy
Partnering with Product instead of just taking direction from it, using ROI thinking for prioritization and building technical influence without becoming the bottleneck.

Choose a Tier

Two ways to run the same program.

Individual Mentorship

$3000/manager

8 sessions of 45 minutes each

Best for targeted development, managers with broader responsibility or situations that benefit from private 1:1 support.

  • 3–5 managers: 5% discount
  • 6–10 managers: 10% discount
  • 11 or more managers: 15% discount

Private Cohort Mentorship

$1750/manager

3–6 managers from the same company

Best for organizations developing multiple managers and building consistency across teams. Managers build a shared leadership language while still receiving individual support for their own teams and challenges.

  • 8 facilitated sessions of 60 minutes
  • 2 individual sessions of 30 minutes per manager

Who This Is For

This usually fits when...

  • A strong engineer was recently promoted into management and needs real structure instead of just advice.
  • A senior engineer is preparing to move into a management role for the first time.
  • An Engineering Manager needs a more consistent system for 1:1s, feedback and follow-through.
  • Performance and feedback conversations are happening later than they should.
  • An organization wants to bring several managers up to the same baseline at once.

Common buyers: CTO, VP Engineering, Director of Engineering, Head of People, a Learning and Development leader or the manager themselves.

Typical fit: a US-based organization with 10 or more engineers, or a self-funded individual leader with meaningful leadership responsibility.

What Former Teammates Say

Evidence from people Matt has led and developed.

“You created an environment where people could disagree and still move forward. That balance of empathy and decisiveness made a huge difference.”

Senior Engineering Leader

“That meeting made me feel like I could share my opinions despite being less experienced.”

Software Engineer at a Digital Health Company

A Note on AI

AI supports the manager. It never makes the call.

The program also includes a structured and responsible approach to using AI in day-to-day people leadership. It can help reduce recency bias when preparing for 1:1s and performance reviews and surface execution signals worth discussing. AI produces drafts and signals only. It never decides feedback, performance or termination outcomes. The manager stays accountable for interpretation and judgment throughout.

Mentorship and Coaching do different jobs.

Mentorship is structured and time-bound. It installs a repeatable leadership system. Coaching is ongoing and cadence-based, built for leaders who are already in the work and want outside perspective as their scope grows. If that sounds like a better fit right now, Engineering Leadership Coaching may be the better starting point.