Scaling Archetype's India practice from one to seven
Quick Facts
- Practice: Archetype's India OneStream delivery team
- Role: Manager
- Growth: 1 → 7 contributors over three years
- What I did: owned hiring end to end, mentored the team day to day, and introduced the development and collaboration best practices that let it scale.
Overview
Over three years I grew Archetype's India delivery practice from a single contributor to a seven-person team. That meant being hands-on across the two things that actually build a practice: getting the right people in, and developing them once they were in. I owned the hiring end to end and mentored the team directly — code reviews, pairing, problem-solving, and guidance — while introducing the development and collaboration practices that kept quality up as the team grew.
Hiring, End to End
I was involved in the hiring process from start to finish:
- Sourced and recommended candidates.
- Led the interviews.
- Negotiated with candidates to bring them on board.
Owning it end to end meant the bar for who joined the practice was consistent as it grew, rather than something that drifted hire to hire.
Mentoring the Team
Day to day, mentoring was the core of the job:
- Code reviews on the team's work.
- Pairing on problems.
- Problem-solving help and technical guidance across implementation and architecture.
The aim was to grow people's ownership and judgement, not just unblock them — so the team got more capable of running engagements independently over time.
Scalable Practices
As the team grew, I introduced development and collaboration best practices on projects — the standards that let more than one person work on an engagement cleanly and keep delivery quality consistent. I also drove adoption of automation and AI-assisted development approaches to cut repetitive effort and speed delivery, and worked cross-functionally with leadership, delivery, and sales to keep the practice aligned with the wider business.
Results
| Metric | Before | After | Change |
|---|---|---|---|
| Team size | 1 contributor | 7 contributors | 7× over 3 years |
| Hiring | ad-hoc | owned end to end (source → interview → offer) | consistent bar |
| Delivery | single contributor | a team running engagements with shared practices | scaled |
Learnings
What worked. Being hands-on with both halves — hiring and mentoring. Getting the right people in and then actually developing them through reviews, pairing, and guidance is what turned a one-person practice into a team that could run engagements without me in the middle of every one.
Skill developed. Leading a practice as it scales — hiring to a consistent bar, mentoring people toward ownership, and introducing the best practices that let a growing team deliver consistently.