Milton Leónai agents · engineering
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02 · Lead

An engineering leader before you can hire one.

I went from developer to Head of Engineering in a B2B SaaS scale-up. I know what each stage costs and what breaks at every change in size. I offer it part-time, with limited seats.

  1. 01

    Fractional CTO / Head of Engineering

    Two to four days a month for startups that need senior technical judgment before they can hire it full-time. Roadmap, architecture, first hires and the technical side of investor conversations.

    • I take two clients at a time, so I can really be there
    • I sit with the team, not only with the founders
    • Orderly exit: I help you hire the person who replaces me
    Who it is for
    Startups with a product and first customers, 2 to 15 engineers.
    What you get
    A living technical roadmap, documented architecture decisions and a team that knows why it does what it does.
    Duration
    Monthly · limited seats
    Let's talk
  2. 02

    From discovery to delivery: high-performing teams

    I help product companies build better, from the moment an idea appears until the customer is using it. I review how you decide what to build, how you plan and how you ship, and I organise the engineering teams so they work with autonomy: each team knows what is theirs, what they are accountable for and when they deliver, without waiting for someone else to decide.

    • Decide better what to build: product, design and engineering work together from the start, not in turns
    • Ship at a realistic pace: right-sized projects, with a clear date and no filler work
    • Autonomous teams: each team has an owner, its own area and its own list of priorities
    • Measurable results: time from idea to delivery, quality and predictability, with the tools you already use
    • Proven in practice: rolled out with several teams at a B2B SaaS scale-up
    Who it is for
    Product companies with 10 to 60 engineers where deliveries slip, priorities change every week and nobody knows for sure when what was promised will arrive.
    What you get
    A written way of working, agreed with the team: how projects are chosen, how they are planned and shipped, and who decides what. Teams reorganised with clear owners. And support during the first two cycles, with before-and-after metrics.
    Duration
    Six to ten weeks
    Let's talk
  3. 03

    Mentoring for engineering managers and tech leads

    For the first EM of a startup or the developer who just started leading. Biweekly sessions about what nobody explains: 1:1s, hard feedback, priorities, how to stop coding without stopping being technical.

    • My own path: developer, chapter lead, EM, Head of Engineering
    • Real cases from the week, not theory
    • Confidential, also towards your company
    Who it is for
    Managers and tech leads in their first two years of leadership.
    What you get
    A personal development plan and a biweekly space with someone who has walked that road.
    Duration
    Three or six months
    Let's talk
  4. 04

    Technical hiring

    Role definition, interview process, evaluation of senior and staff candidates. I have hired from QA to Staff Engineers for remote teams in Germany and Spain.

    • Interviews in Spanish, English or German
    • Rubrics that keep you from hiring on charm
    • First-30-days onboarding included
    Who it is for
    Founders and managers about to hire their first seniors.
    What you get
    Role description, interview script, evaluation rubric and participation in the final interviews.
    Duration
    Per hiring process
    Let's talk

Not sure which one fits?

Book a call and we figure it out together in 30 minutes. If the fit is not clear, I will tell you.

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