Dimitrios
Meidanis

Drove 100% team adoption of AI-assisted development tools (Cursor AI, GitHub Copilot) — evaluating options, securing access, and re-defining engineering workflows from ticket generation to the final release — with early data showing a 15% velocity improvement before the rollout concluded.

Orchestrated a 4-team engineering programme to accelerate supplier revenue and time-to-sale — owning product specs, architecture standards, and dependency resolution — slashing product addition pipeline TAT from 24 hours to 1 hour (50% average improvement).

Rearchitected the White Labelling solution to a Service-Level Architecture, enabling full parallelisation and cutting batch execution time by 75% — from 4 hours to under 1 hour (P95).

Responded to a department-wide mandate to cut GCP spend by 40% — delivering a 25% cloud cost reduction for the team through concrete optimisation proposals that preserved active roadmap commitments.

Upskilled a 5-engineer team from PHP to Java (Spring Boot) in 6 months with zero roadmap disruption — setting quality standards, running code reviews, and curating a structured learning curriculum until all engineers were writing robust, well-tested Java code.

Led the delivery, integration, and release of a custom Python-based Codeowners solution for Wayfair's GitLab, rolling it out overnight to 4,000 developers with zero regressions — establishing monorepo ownership as a foundational pillar of the company-wide SOA migration.

Drove operational excellence across a 12-service portfolio — embedding observability standards, SLOs, error budgets, 100% blameless post-incident review coverage, and a tiered service-ownership model that classified services by failure impact with per-tier incident response standards — sustaining zero Sev1/Sev2 incidents and only 2 Sev3s over three years.

Led the migration of 10+ applications from a PHP monorepo to SOA on GCP — using each as an opportunity to rethink and improve functionality — achieving an 80% incident reduction and defining a 2-year engineering roadmap for the team.

Systematically reduced technical debt across a portfolio of legacy applications — embedding refactoring within feature delivery and executing component-by-component SOA migrations — eliminating delivery freezes while progressively modernising the architecture toward a scalable, AI-ready foundation.

Grew every direct report — mid-level through staff — by creating diligent development plans and stretching them into next-level scope before promoting; resulted in 3 promotions and 1 engineer moving into an Engineering Manager role.

Introduced and scaled the Team Canvas Framework across Wayfair — running 6 sessions across multiple teams, writing adoption documentation, and presenting at engineering-wide meetings — resulting in company-wide adoption as a best practice and directly contributing to promotion to Senior Engineering Manager.

Built a psychologically safe team environment — actively amplifying quieter voices, embedding a no-blame culture, and measuring safety quarterly through anonymous surveys — consistently achieving scores of 85–95%, further validated in managerial reviews by direct reports.

Delivered 60+ performance reviews across 10 cycles — covering mid, senior, and staff engineers against level-specific behavioural models. Managed 3 underperformance cases end-to-end — designing custom Performance Improvement Plans that identified specific behavioural and delivery gaps, then guiding each individual through structured coaching, clear milestones, and regular check-ins.

Conducted 100+ interview sessions, contributing directly to the expansion of Wayfair's Berlin engineering hub by 50 engineers. Led 16 hiring decisions as Interview Captain — synthesising interviewer feedback, resolving ambiguities, and making final offer calls across engineering candidates.