Scaling the Vision and Teams at GetMega

This post outlines the planning, hiring, grooming and collaboration principles used in the games product team at my erstwhile startup*

We have two frameworks — one for long term planning that dictates our highest OKRs and roadmap at company level, and another for agile movement in our monthly/weekly/daily execution

The following process has worked for us to hire the top 1% talent better than the hiring panel, at least in some aspects, to raise our bar. It is inspired from Google, Curefit and Zomato and shortened for our needs as a startup.

One of my key responsibilities as a GPM is to groom product managers into product leaders. While there are formal ways (like courses, assignments) to grow some skills, leadership skills need to be groomed with responsibilities, measurement and feedback.

Skill Matrix

This table summarises our skill matrix

Components

The process has these key components -

Process

The following guidelines ensure fair and smooth division of work and collaboration among product (game design), UX, art and dev teams at GetMega:

*These are shared learnings from my years at GetMega — an erstwhile social network for real money gamers, powered by Casual, Card and Quiz games — where I was an early employee and responsible for selection, usage and growth of the games that powered our platform

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