Hiring for Platform Teams: Prioritise Engineers, Not Tools
Introduction
Platform teams are at the heart of modern tech organisations, providing the tools, infrastructure, and systems that empower product teams to work efficiently and scale effectively. However, building a strong platform team comes with its challenges, particularly when it comes to hiring. A common pitfall for hiring managers is overvaluing niche familiarity with specific platform tools and undervaluing broad engineering expertise. This approach often leads to teams staffed by individuals who may know their way around a particular tool but lack the foundational skills required to tackle complex engineering problems or adapt to new challenges.
While the learning curve for most tools is relatively short and manageable, developing strong engineering skills is a longer, more demanding journey—one that not every candidate is suited for. Hiring for tool-specific knowledge might seem like a shortcut to immediate productivity, but in the long run, it’s the foundational engineering skills that drive the success and adaptability of platform teams.
The Role of Platform Teams
Platform teams primary responsibility is to build and maintain the infrastructure, tooling, and systems that enable product teams to work efficiently and deliver value at scale. In many ways, platform teams are the backbone of a technology-driven company, creating the foundations upon which innovation can flourish.
To succeed in this role, platform teams require engineers who are adept at solving complex problems, designing scalable systems, and adapting to evolving technologies. Their work often involves abstracting away complexities for other teams, automating processes, and ensuring systems are reliable and resilient. It’s a role that demands creativity, strategic thinking, and the ability to anticipate future needs.
Unfortunately, the importance of these core engineering skills is sometimes overlooked in favour of immediate familiarity with specific platform tools or technologies. While this may seem like a pragmatic approach to filling roles quickly, it often backfires. Tools come and go, but the principles of good engineering endure. A strong platform team must be equipped to work beyond the constraints of any particular tool and focus on building robust, adaptable solutions.
This is why platform teams need engineers first and foremost, not simply operators of specific tools. Engineering skills provide the foundation for understanding the “why” behind a system or process, allowing teams to make informed decisions and create platforms that truly empower the organisation.
The Short-Term Trap of Tool Familiarity
Prioritising candidates who have familiarity with specific tools can be an attractive shortcut for hiring managers under pressure to deliver results quickly. A candidate who already knows how to use a platform product like Datadog, Cloudflare, or GitLab might seem like the ideal choice. After all, they can hit the ground running and contribute immediately, at least in theory.
However, this approach carries significant risks, as it places undue emphasis on tool-specific knowledge while neglecting the broader skill set that platform engineers require. Tools like Datadog often appear to have steep learning curves, but these curves are usually short and manageable with proper training. Conversely, engineering expertise, such as designing efficient systems, debugging complex issues, or thinking critically about scalability, takes years of practice to develop and is far more challenging to teach on the job.
By focusing on tool familiarity, teams risk hiring individuals with narrow expertise who may struggle to adapt when technologies change or challenges arise that require deeper engineering capabilities. This often leads to platforms that are tightly coupled to a specific tool, which can create bottlenecks and limit the team’s ability to innovate or scale effectively.
Ultimately, this short-term focus on tool proficiency undermines the long-term success of platform teams. While familiarity with a tool may provide a quick win, it is the ability to understand the underlying principles and adapt to new challenges that ensures sustained value. The strongest platform teams are built with engineers who have the skills and mindset to transcend any single tool and deliver systems that stand the test of time.
The Long-Term Value of General Engineering Skills
Strong engineering fundamentals are the cornerstone of any successful platform team. Strong engineers bring critical skills like proficiency in programming, experience with system design, and a deep understanding of algorithms and data structures. These skills are essential for creating platforms that scale seamlessly and integrate new technologies as they emerge.
In contrast, individuals hired primarily for their familiarity with a particular platform tool often lack this depth of understanding. While they may be able to perform specific tasks, they can struggle to adapt when new challenges arise or when the organisation’s requirements evolve. Without the ability to think holistically or address the root causes of problems, such team members may inadvertently build brittle systems that require frequent intervention and maintenance.
Investing in candidates with strong engineering skills also fosters a culture of learning and growth within the team. Engineers who are adaptable and eager to learn can quickly pick up new tools and technologies, ensuring that the team stays relevant and effective as the tech landscape shifts. This not only enhances the team’s ability to deliver value but also makes it a more attractive environment for top talent, who are drawn to teams that prioritise professional development and innovation.
The long-term benefits of hiring strong engineers far outweigh the short-term gains of hiring tool-specific expertise. By building a platform team with a solid engineering foundation, organisations can ensure that their systems remain robust, scalable, and capable of meeting the demands of the future.
Guidelines for Hiring Managers
Building a strong platform team requires a thoughtful hiring approach that prioritises long-term value over short-term convenience. Here are some practical guidelines to help hiring managers identify and recruit the right talent for their platform teams:
1. Assess Core Engineering Skills First
Focus on evaluating candidates’ core engineering abilities, such as problem-solving, programming, and system design. Use interview techniques that test these skills in real-world scenarios rather than relying on hypothetical or overly tool-specific questions. For example, ask candidates to solve a problem that requires designing a scalable system or debugging a complex issue.
2. Evaluate Learning Ability and Adaptability
Platform engineering is a dynamic field, and the ability to learn quickly and adapt to new tools and technologies is a critical trait. During interviews, ask candidates to describe a time when they had to learn a new technology or approach and how they navigated that process. Look for evidence of curiosity, resourcefulness, and a willingness to experiment and grow.
3. Deprioritise Niche Tool Experience
While some familiarity with commonly used tools is valuable, it should not be a deciding factor. Avoid making tool-specific knowledge a “must-have” requirement in job descriptions. Instead, list it as a “nice-to-have” and make it clear that the team values strong engineering fundamentals and the ability to learn.
4. Emphasise Communication and Collaboration
Platform teams often work closely with other engineering teams to deliver solutions that meet the organisation’s broader needs. Strong communication and collaboration skills are essential for success in this role. During the hiring process, assess how well candidates can articulate their ideas, explain technical concepts, and respond to feedback.
5. Invest in Training and Development
Hiring for engineering fundamentals means accepting that candidates may need time to learn specific tools or technologies. Create a supportive environment that encourages ongoing learning and professional development. Provide resources such as training programmes, documentation, or mentorship to help new hires ramp up quickly and confidently.
6. Foster a Long-Term Mindset
Think of each hire as an investment in the future of your platform team. Prioritise candidates who show potential to grow and contribute to the team’s success over time, rather than those who offer immediate but narrow expertise. This long-term perspective helps ensure that your team remains agile and effective in the face of change.
By focusing on these principles, hiring managers can build platform teams that are not only proficient in current technologies but also adaptable, resilient, and equipped to drive the organisation forward.