Your engineers are excellent and nobody outside the building knows it. No one speaks at the conferences your candidates attend. Good internal ideas never travel. Meanwhile a competitor's staff engineer is on stage, and your recruiting bill quietly pays for it. That's fixable. And it isn't a marketing problem.
Public speaking is something he's a master at, putting his passion at next levels by stimulating more people to grow in that area as well.
Costin Busioc · Product Leader · TEDx Speaker · Forbes 30 Under 30 HMAs Site Lead at Stripe I'm accountable for the growth, culture and brand of the Bucharest site. The cultural infrastructure I stood up there includes engineering guilds, a mentoring program and public speaking cohorts. It produced 50+ community events, reaching more than 20,000 people.
I did the same thing at Adobe, where I built a company Branding Program and ran a mentoring program that reached roughly 180 pairs. Off Localhost is that work, packaged for your organization.
A program for your engineers and leaders. Nobody leaves with notes. Everybody leaves with something published and something submitted.
I own your engineering-brand function on an ongoing basis. It's the thing most companies want but can't justify a full-time hire for.
Visibility isn't vanity. An engineering org that speaks publicly recruits from a warmer pool, closes candidates faster, and holds onto senior people who want a platform. Your team is doing the work either way. The only question is whether anyone outside your Slack ever hears about it.
50+ talks. TEDx. Closing keynote at AWS Community Day Romania. ELC Prague. How to Web. DevTalks. I am not teaching from a book.
Dale Carnegie certified in Public Speaking & Presentations, and Stanford GSB in Organizational Leadership. The method is transferable, not a personality trait.
Stories of the Web, a 500-member community founded from nothing. Startup Weekend Bucharest, VibeHack, Sustainability Express and the Kickstart pre-accelerator alongside other builders. And 28 published field notes, because I only ask people to do what I do every week.
"Tech savvy and yet able to express his knowledge in a manner that's accessible for the audience, be it technical or not. In a room of people, he has the leader energy."
"He is an excellent leader because he inspires everyone he interacts with. I watched Aleodor evolve from a great engineer to a great leader who really changed something around him."
"In my 10 years career working with a lot of teams, Aleodor was the most professional, giving amazing constructive feedback that helped me grow my skills a lot."
"He knows when to listen, when to ask the uncomfortable question, when to offer direction — and above all, how to help people move forward without simply telling them what to do."
A longer written answer, free and with no form in front of it.
Thirty minutes. Bring the names of two or three people you think have something to say, and we'll work out whether a cohort or a fractional arrangement fits.
I take a small number of engagements alongside the Stripe role, usually two at a time.