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For engineering teams

AI-Native Engineering for Teams

Your team. Your codebase. A new way of shipping.

Buying AI tools was the easy part. Six months later most teams have licenses, scattered enthusiasm, and no measurable change. This program embeds in your team for six weeks, installs an AI-native workflow on your real codebase and real roadmap, and leaves behind measured results — not a slide deck.

Talk to usSee the journey
Duration
6 weeks
Commitment
Embedded in your team’s normal sprints
Format
Private cohort on your codebase
Cohort
8–20 engineers · your team only
Level
Teams of 8–20 engineers · one company per cohort
A roped team of climbers ascending a ridge together toward a flag.

Why this course exists

Tool adoption isn’t transformation.

Engineering leaders keep discovering the same gap: individual engineers use AI tools, but the team’s delivery hasn’t changed. Standards vary wildly between desks, review can’t keep up with generation, seniors distrust what juniors merge, and nobody can tell the CFO what the licenses actually bought.

Sending engineers to courses one at a time can’t fix a team-level problem. Workflow is collective: specs, review culture, testing standards, and working agreements have to change together, on the code the team actually ships — not in exercises.

So this program doesn’t run exercises. We embed in your sprints. Your team ships its real roadmap with coaching in the loop, working agreements are forged on real pull requests, and delivery is measured before and after — so the outcome is a report your leadership can read, and a workflow your team keeps.

Fit matters

Who this is for — and who it isn’t.

Small cohorts mean we’d rather turn you away than waste your next 6 weeks. Read both lists honestly.

This is for you if

  • Engineering teams of 8–20 that adopted AI tools but haven’t seen delivery change
  • CTOs and VPs of Engineering who need measured results, not enthusiasm
  • Teams whose seniors and juniors are quietly diverging on AI practice
  • Companies preparing to scale output without scaling headcount

This is not for you if

  • Individual engineers — the public courses are the right door
  • Teams shopping for a one-day workshop; behavior doesn’t change in a day and we won’t pretend it does
  • Organizations unwilling to let the program touch real work — exercises are exactly what we refuse to run
  • Teams without leadership buy-in; working agreements need someone empowered to agree

Expected outcomes

What your team walks away with.

Outcomes are written as capabilities, because that’s what reviews test and what employers probe.

  1. 01

    A team-wide AI-native workflow installed on your stack: specs, delegation, review gates, testing standards

  2. 02

    Working agreements your engineers wrote and actually follow

  3. 03

    Seniors and juniors aligned on how AI-assisted work is produced and reviewed

  4. 04

    A sprint shipped AI-natively on your real roadmap during the program

  5. 05

    Internal champions and a written playbook so the change survives the program

  6. 06

    A before/after delivery report with metrics your leadership can act on

Skills acquired along the way

Team workflow

  • Spec-driven delegation
  • AI-assisted code review culture
  • Testing standards for generated code
  • Working agreements

Measurement

  • Delivery baselining
  • Before/after metrics
  • Quality signals under speed

Sustainability

  • Internal champions
  • Playbook authoring
  • Onboarding new hires into the workflow

The learning journey

3 phases. 6 weeks. One ascent.

Every phase has an entry state, an exit state, and a Waypoint Review gating the way forward — so progress is never a feeling, it’s a fact.

  1. 1 · Baseline & Workflow

    Weeks 1–2

    Measure how the team delivers today, then install the AI-native workflow on your stack — tools, standards, and working agreements the team writes itself.

    You arrive
    Licenses, habits, and no shared practice.
    You leave
    A measured baseline and a working agreement the whole team signed onto.

    Waypoint 1 · Workflow Live

    The team’s working agreements and tooling are live on the real codebase, and the delivery baseline is documented — the yardstick the final report will be measured against.

  2. 2 · Real Work, New Way

    Weeks 3–5

    The team ships its actual roadmap AI-natively, with coaches embedded in planning, pull requests, and review. Habits form on real work or not at all.

    You arrive
    A workflow on paper.
    You leave
    A sprint genuinely shipped the new way, with review culture holding under speed.

    Waypoint 2 · The Shipped Sprint

    A real sprint delivered through the new workflow, reviewed end to end: what shipped, what the review culture caught, and what the team changed on its own.

  3. 3 · Make It Stick

    Week 6

    Transfer ownership: champions named, playbook written, onboarding path defined, and the before/after delivery report presented to leadership.

    You arrive
    A new workflow that works with coaches present.
    You leave
    A workflow the team owns, documented, measured, and defensible to the board.

    Waypoint 3 · The Delivery Report

    Champions present the playbook and the before/after metrics to leadership, with the program team in the room — then it’s yours.

The curriculum, week by week

Every week has a theme. Every Friday, something ships.

Lesson-level detail is refined with each cohort; the weekly structure below is the commitment.

Weeks 1–2Baseline & Workflow

  1. Wk 01

    Baseline: how this team actually delivers, measured without blame

    Ships: Delivery baseline report agreed with leadership

  2. Wk 02

    Installation: the AI-native workflow adapted to your stack and standards

    Ships: Working agreements live; tooling configured on the real repo

Weeks 3–5Real Work, New Way

  1. Wk 03

    Sprint one, coached: specs and delegation on live roadmap work

    Ships: First AI-native increments merged to your main branch

  2. Wk 04

    Review under speed: keeping quality signals honest at new velocity

    Ships: Review standards exercised and refined on real PRs

  3. Wk 05

    Friction week: fixing where the workflow fights your reality

    Ships: The Shipped Sprint complete — Waypoint 2

Week 6Make It Stick

  1. Wk 06

    Ownership transfer: playbook, champions, onboarding, and the report

    Ships: Playbook published internally; delivery report presented

Projects

The work you’ll point to later.

Every phase produces something reviewable; the Summit produces something you defend.

Phase 2

Your actual roadmap

No sandbox projects. The program’s deliverables are your sprint goals, shipped through the new workflow on your production codebase.

Phase 3

The team playbook

Working agreements, review standards, and onboarding docs — written by your team, for your team, during the program.

Summit project

The delivery report

Before/after metrics on real delivery: the document that justifies the investment and guides what your team does next.

Mentorship

A system, not a Slack channel.

Small pods, senior mentors, and promises with numbers attached — mentorship here is a system, not a Slack channel.

Pods of six

You’re placed in a pod of six in week one and climb with them to the end. Small enough that your absence is noticed; strong enough to survive a hard week.

Weekly pod studio

A live session with your pod mentor every week: demos, unblocking, and group review of real work.

1:1 every two weeks

Thirty minutes with your mentor, agenda owned by you — career, code, or the thing you’re stuck on.

Code review in 24 hours

Every weekly deliverable gets a real review — line comments and questions — within one day. That’s a promise, not an aspiration.

Open office hours

Twice a week, drop in with anything. No booking, no agenda.

On this course

Coaches are senior engineers who have led AI-native adoption inside real product teams — they join your planning, your PRs, and your retros.

Also on this course

Leadership gets a private weekly check-in: progress, risks, and what the metrics are saying so far.

Also on this course

Engineer-to-coach ratio never exceeds 10:1, so coaching happens in your pull requests, not from a stage.

The Ship Week Rhythm

Weeks don’t drift here.

Courses fail when weeks drift. Ours can’t: every week ends with something shipped, and going quiet triggers a human, not a reminder email.

  1. 01

    Monday goals

    You post the week’s targets to your cohort space. Everyone sees them.

  2. 02

    Async standups

    Three times a week, two sentences: what moved, what’s stuck.

  3. 03

    Friday ship

    The week’s increment goes up for review and gets demoed in your pod. Shipped beats perfect.

  4. 04

    The 48-hour rule

    Silent for two days? A mentor reaches out personally. Not a bot — a person who knows your project.

  5. 05

    The build log

    Your public record of the whole journey — and the proof of work employers actually read.

Waypoint Reviews

No exams. Real reviews.

No exams. Each phase ends with a Waypoint Review — you present working software against a rubric published on day one, the way real engineering teams review real work.

A working demo, defended

Forty-five minutes: you demo the milestone, walk the code, and answer questions about why it’s built the way it’s built.

A rubric you can read on day one

Functionality, code quality, AI-collaboration quality, and reasoning under questions. No surprises, no trick questions.

AI collaboration is graded

Prompt hygiene, verification discipline, knowing when not to use the tool — assessed explicitly, because that’s the craft now.

Revise and resubmit

Miss a waypoint and you get a week to close the gap, like a returned pull request. Rigorous, not punitive.

The program is complete when

  • Working agreements live and followed for at least three consecutive weeks
  • A full sprint shipped through the new workflow
  • Playbook published and champions named
  • Before/after delivery report presented to leadership

Pricing

Scoped to your team.

AI-Native Engineering for Teams

Custom, per team

Priced per team by size and scope. If the delivery report wouldn’t plausibly justify the price, we’ll say so before you sign.

Talk to us

What’s included

  • Six weeks embedded in your sprints, on your codebase
  • Coaching at a ratio no worse than 10 engineers per coach
  • Weekly private leadership check-ins
  • The team playbook, written with your engineers
  • The before/after delivery report

Questions, answered straight

FAQs

How much of our engineers’ time does this take?

The program runs inside your normal sprints — the roadmap work was happening anyway. Overhead is roughly three to four hours per engineer per week for sessions and reviews, front-loaded in weeks one and two.

What metrics does the delivery report use?

We baseline what your team already measures where possible — cycle time, review turnaround, deployment frequency, escaped defects — and agree on the set with leadership in week one, before any change lands. No vanity metrics, and no metric your team can’t keep measuring afterward.

Our codebase is sensitive. How does access work?

Under NDA, with access scoped the way you scope any contractor: your infrastructure, your accounts, your revocation. Coaches work in your PRs and pairing sessions; nothing leaves your systems, and we’ll work within air-gapped constraints where needed.

Can you train more than 20 engineers?

Not in one cohort — coaching density is the mechanism, and we won’t dilute it. Larger organizations run successive cohorts, typically seeding later ones with champions from the first.

What does it cost?

Pricing is per-team and depends on size and constraints — write to us and we’ll scope it in one call. If the delivery report wouldn’t plausibly justify the price, we’ll tell you before you sign anything.

One company per cohort

Let’s talk about your team.

One call to scope it: your stack, your constraints, and whether the delivery report would justify the price. If it wouldn’t, we’ll say so.

Start the conversationor write to a human — hello@upskillcamp.com