Hi everyone. My name is Rob Wierzbowski, and I'm looking for my next role.

The basics: I'm an engineer and tech leader with 15+ years of experience. I help organizations multiply their effectiveness in both technology and process, with an emphasis on building high quality systems and creating the incentives necessary for long term velocity. I love working with collaborative and emotionally intelligent people on beautiful, usable products.

This document describes what engages me, where I make the most impact, and the environment I thrive in. If we sound like a match, you can contact me at rob.wierzbowski@gmail.com.

The role

A Staff+ position responsible for defining and refining frontend practices. I prefer working on a platform or systems team, but I’m open to any role that solves broad problems in the frontend space.

Keywords for the role might be: frontend platform, design systems, large refactors, modernization, efficiency, and cross-organization alignment.


United States remote. I prefer to work with a team that's located primarily in North American time zones. I’m also open to partial remote in Austin, Texas.


Interviewing now. Ideally I’d like to take a few weeks between hire and start to ensure I come into the role centered and rested.

What I bring

I shine when taking the long view, building tools and defining patterns that fold a well-reasoned tech strategy into the day-to-day work of engineering teams. View my resume or Linkedin for some of the details, or better yet contact me and schedule a conversation.

What you bring

You’re focused on refining and modernizing frontend systems and the ways your organization works together.

You have a strong product and design organization. You value product, design, and engineering equally, and encourage them to work together as peers to solve problems.

You work sustainably. You have the maturity to avoid crunches and overwork, and allow your employees the time off they need to maintain health and positivity.

You have women and people of color in senior and leadership roles. The company I contribute to must look like the world I live in.

You offer compensation and benefits at a competitive rate. Salary, 401k, insurance, and time off are especially important to me, although total comp makes up for the sum of its parts.

Although not necessary, you’ll move to the top of my list if you’re a larger company (500 to 5000 in the tech organization), are publicly traded or approaching IPO, or have established flex time for technical exploration.


The following would make us a poor match. If you have these attributes it’s best to seek another candidate.

You're a startup with less than 50 people in your tech organization.

You're focused on military, government, blockchain, Web3, or EdTech products.

You don’t staff frontend focused engineers, or respect, promote, and compensate them at the same rate as backend focused engineers. The frontend space is deep, and a staff of experts is required to build an industry leading product.

You expect my role to be on call more than once every quarter, outside of business hours, or for products I do not have day-to-day responsibility for.

A note on interviews

The interview process is a reflection of company culture. I look for interviews that allow me to communicate my expertise in leadership, architecture, and technology. I love an interview where we talk about the organizational why and technical how of a feature set, pair on existing codebases, or use whiteboards and dialog to explore architecture and ways of working. Take home coding exercises where I can fully consider the requirements and edges of a prompt are also effective.

Because of the breadth of responsibilities at my level, Leetcode and speed focused exercises aren't an effective way to uncover what I bring to a company. If this is a step in your interview process I suggest we replace it with a deeper technical discussion or pairing exercise. I don't participate in technical interviews that are unrelated to the role (e.g., algorithm quizzes); these tend to be cultural and socioeconomic filters instead of an investigation of a candidate's pertinent skills, and are harmful to our profession.

Thanks for reading. If you think we could be a good match, go ahead and send me a mail at rob.wierzbowski@gmail.com. Looking forward to hearing from you 👋🏼.