Dott Dotter’s Post

Seeking Staff Engineer, Team Lead, or Architect Roles Responsibilities: Graph Structure Implementation:Transformed the flat category structure into a complex graph structure using design patterns like Model Tree Structures with Parent References, Child References, and an Array of Ancestors. AI-Powered Search: Upgraded the search system from Shopify’s default to an AI-enhanced search using Algolia, significantly improving search performance. Image Processing: Created an image labeling system using color quantization for metadata extraction, supporting machine learning algorithms to link products and images. Innovation and Productivity:Worked with different categories to optimize their workflows, fostering innovation through the adoption of the 80/20 rule to encourage engineers to focus on product-oriented and creative tasks. Team Growth and Development: Directed the significant expansion of the engineering team, focusing on effective onboarding and continuous training as the team scaled up.

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I have a lot of empathy for the situation many UXRs find themselves in. They were told to collaborate, facilitate, "democratize", share, up-level, and invest emotional energy in helping teams get better. ...and then were the first to be let go during layoffs (often with public statements that took a not-so-thinly-veiled jabs at glue people, etc.) If you're currently hiring, I strongly suggest considering hiring a skilled UXR, especially given the complex nature of AI. There's a good chance they have a multi-disciplinary background and are the perfect person to help you unravel tough problems.

Could not agree with this sentiment more. The best UXR are invaluable, especially in making sense of the implications (and optimal applications) of emerging technologies like LLMs. I experienced this firsthand collaborating with Loi Sessions Goulet to assess patient perceptions of (earlier generation) AI to guide their medical decisions. In short — they craved the personalization that AI could unlock, but they disliked the idea that AI was behind it. This insight fundamentally shifted our positioning and overall approach to guiding patient decisions. Judd Antin also sheds excellent light on similar topics on Lenny Rachitsky’s podcast a few months back. Tl;dr — you might be underestimating UXR’s potential impact when positioned to play a strategic role. https://lnkd.in/eTtNzZSS

If you are working in AI product and design and you aren’t uncovering more questions than answers, that’s a sign that you need UXR. Great experiences will be a differentiator as patterns and capabilities become commoditized, and the marginal human cost of development creeps towards zero. Are you building the right thing? Are you building it right? Does it solve a critical need at a critical time? Research has always been a multiplier. As the hype wave recedes, position yourself to win by hiring people today that will help you start to answer these crucial questions and set up your company to win in the market. #startups #uxresearch #AiUX

You know what frustrates the heck out of me? To continue to watch companies that have been AGGRESSIVELY hiring. Now lay people off. Didn't you learn your lesson from Amazon and Meta? I know sometimes the unforeseen happens. But, it doesn't feel like it's a surprise at this point. The market is down. Despite what jobs reports tell you. It's down. And it has been down. But it sure seems more like some companies develop an aggressive hiring strategy and they stick to it. Regardless of current market conditions. Until the financials tell them they have to make drastic changes (layoffs). You know where it's at? And it's crazy for a recruiter to say this, but I'm a human first before a recruiter. Conservative hiring. Stop overhiring. And laying off. It's just mean. #RaiseTheRoose

One sample of the type of work we do: turning one engineer's problem into an entire org's solution. 1 - Identify: Engineers highlighted underperforming and understaffed external vendor team --> we covers vendor’s work --> Engineers can't do their best work. 2 - Mitigate: Our team (EPMs) performed root cause/corrective action --> acute risk mitigated 3 - Scale: Turned one-off process solution into a vendor performance management product used by multiple teams in Hardware Engineering outside of our small group.

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