Most demanded topics

Engineering Managers
Team leaders

” With first-time leaders, my goal is to set you up for success in 3-6 months instead of letting you sink or swim for 2 years.

I evaluate your personality, potential and  help you discover your principles. 

Engineering directorS,
Tribe leaderS

”  Allow me to help you to change your mindset. Move away from being busy 🔥 to think strategically 🎯, scale your teams while hitting delivery goals in parallel.

Given you now who you are, get better at how you work.

Engineering VP

” You feel alone in your thoughts, squeezed between two stones. Executive management is asking you to hit the goals, while your teams are asking for help. You’re looking for an experienced person to validate and execute your ideas/improvements.

🚀 Execute your mission. Save quarters to years going left and right.  I’ve experienced how a fine-tuned engineering ecosystem works. I know how it feels. I will guide you to reach that fragrance.

If you’re interested in more complex scenarios, see the case studies or read my blog posts.

Engineering leader mentoring guide

An initial mentoring session is free of charge.

Each subsequent session has a clear outcome summarised at the end, with agreement on a principal follow-up action item for the mentee to progress toward.


On-site in Prague, Czech Republic.
Remote through video call.

How it works? ​

Rule no.1

You are hungry to grow. 🌳 If interest or progress is low, the lessons will be canceled. My aim is to help those who express a high level of motivation. Our time on Earth is expensive.

Rule no.2

All specific topics and personal issues are not be communicated outside of our sessions. What’s said between us, stays between us. 🙉

Rule no.3

🚀 We are well organised. We clearly define a top follow-up topic. We check the progress at the beginning of each session.


1️⃣ At the first session, we aim to get to know each other, understand the motivation, and draw a set of initial milestones on the timeline to ensure we'll be heading in the right direction.

2️⃣ The following sessions primarily tackle specific operational issues a mentee expects to cover.

3️⃣ After we pass 4-5 sessions, I tend to steer the focus towards our pre-agreed goals, moving away from operational to strategic thinking.

⬆️ Get even more inspiration from the most in-demand topics above. Though you must already have a good starting point since you've come to this page


I recommend a one-hour weekly or bi-weekly frequency so that the mentee has enough time to digest the information and action a follow-up item.

After three months, we’ll debrief to review progress and provide feedback, optimally with your manager. We’ll take a momentary break to keep our to-do list from getting too long.

Marian helped me to stabilize and mature our engineering in Apify after a period of growth. In mentoring, we focused on many areas across product-engineering cooperation, career framework, team alignment, and agility. But mainly, he changed how I view my role and the role of the engineering department in the organization.


Marek Trunkát

CTO at Apify
20 +
CTOs, EVPs, Directors and team leaders mentored
15 +
new leaders

New engineering leaders educated personally

110 +

1h mentoring or coaching sessions 

2 +

🇨🇿 🇺🇸 🇸🇰 🇩🇪 🇬🇧 🇮🇱 🇳🇱 

Why mentoring?

In an engineering leader’s context, I consider mentoring more valuable because it allows me to guide and develop the skills and knowledge of the engineering managers over a longer period of time. This can lead to more sustainable and effective improvements in the team’s performance, and help the engineers on the team become more effective and well-rounded leaders themselves.

Mentoring vs coaching explained

What are the reasons that make me lean towards mentoring instead of coaching?


Mentoring is generally considered to be more suitable for developing long-term skills and knowledge, while coaching is more focused on short-term performance improvement. Because of this, mentoring is often considered to be a more comprehensive and holistic approach to development.


Coaching, on the other hand, is a process in which a coach helps an individual or team improve their performance or achieve specific goals. The coach may focus on specific skills or behaviors, and may use techniques such as goal-setting, feedback, and problem-solving to help the individual or team improve.

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