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For everyone:
For developers:
Responsibilities
Key Responsibilities:
- Ship products that matter. Lead your team to solve the right problems and deliver them predictably. Create focus, defend scope, and surface risks early so launches feel like wins, not fire drills.
- Build a team that compounds. Hire engineers who raise the bar. Invest in their growth through stretch assignments, real-time feedback, and clear paths forward. Create an environment where your best people want to stay and get even better.
- Set technical direction. Make architectural decisions with explicit reasoning. Ensure every system has clear ownership, monitoring, and documentation. Leave things better than you found them.
- Drive reliability. Build systems that are observable, resilient, and owned. When incidents happen, lead post-mortems that fix root causes, not just symptoms.
- Create leverage. Make every engineer on your team more effective. Remove blockers, reduce ambiguity, and build systems that scale beyond your direct involvement.
Requirements:
- 6+ years of software engineering experience, with at least 2-3 years in a leadership or management role managing a team of 4+ engineers.
- A track record of shipping products that matter, taking ambiguous problems from definition through delivery. You can point to specific launches and explain the hard tradeoffs you navigated.
- Evidence of developing engineers. People you have worked with have grown into senior roles or taken on significantly expanded responsibilities. You can name them.
Bonus Skills:
- Bonus if you have worked with Python (Flask), TypeScript, Temporal, PostgreSQL, AWS, or event-driven systems.
Ideal Background:
- The ideal candidate was a very senior IC, such as a Staff Engineer, who was promoted into a management role approximately 3–6 years ago. They should still be close to the product: participating in code reviews, managing ICs directly, and staying hands-on with technical decisions. This is not a role for someone who has been managing managers for many years.
- Engineers from companies and programs that signal high-caliber engineering standards and a culture that prizes deep thinking.
- Prior experience at high-caliber engineering companies (e.g., Asana-type orgs, likened to “Palantir-model” engineering cultures).
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