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Hi I’m Colin, Director of Engineering, Europe. If that sounds exciting (even if a bit scary), read on because I’m looking for an engineering manager to help us build a different type of engineering team and culture at the company.To accomplish this, our engineering leaders need to think deeply about individual performance, process, and culture - not running sprint planning or driving product and technical decisions. You’ll focus on building your team, their skills to thrive with the ownership they’re given, and an environment that empowers them to do their best work consistently, with little distraction. For junior EMs we try to stay within 6 direct reports. This enables them to spend time with our teams observing, correcting, praising, and, yes, coding. We like our managers to be hands-on while also making sure they’re not on the critical path.We’ve already gathered an experienced, talented, and collaborative team of 25+ engineers. You’ll help me manage the growing team of engineers in Europe.In addition to working with engineers you’ll also get to work on projects yourselves. Some examples of work our engineering leaders have done:Provide feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You don’t make the final decisions, but you’ll influence and coach ICs to reach the right ones.Grow engineers to the point where they can take large, loosely defined projects, and deliver them with little intervention. They still ask for help when needed - the difference is that they’re driving.Jump into our systems and code to debug a customer issue, ship a small bug fix, or improve our developer experience. Engineering leaders at the company are great engineers and enjoy keeping their skills up-to-date (while staying off the critical path).Improve how we generate and simulate data in demo accounts. It’s a project off the critical path, but it helps you keep up-to-date on our codebase while immensely impacting the business, from Engineering to QA to Sales.Why be a manager?I had two experiences early in my career that set me on my path. I had a great manager who asked tonnes of questions about the decisions I was making and coached me without me realizing it. And I had a terrible manager - being told to work harder after a week of 3am finishes was not what I needed as a young engineer.Since then, as I’ve learned more, I’ve realized that I love the kind of problems I get to solve as a manager. Deeply complex problems with long-term impact both on the company and on people’s lives. One of my proudest achievements is creating a fully transparent pay system, and on the day it was revealed, everybody was happy with it. Nobody stormed out. By spending time thinking deeply about everybody’s pay and ensuring the mechanics of promotion were clear, I put the team in a place where they could see a peer was paid more than them, and it not be a problem.Despite all this, I love being technical. I sometimes indulge myself and spend a morning writing some code to improve tests or provide better abstractions. If I couldn’t be a manager, I’d be super happy to be an IC.I’m looking for someone who is passionate. Passionate about both management and being technical. Someone who spots a pattern amongst their team, figures out a better way for us to operate, and then builds the automation that powers it.It can be hard to find seasoned engineering leaders who haven’t succumbed to the status quo in some way or another. We're committed to giving all our people a total and utter lack of terrible managers.Why You Should or Shouldn’t ApplyEngineering leadership comes in many flavors, not all of which fit our model. I thought I’d outline some things I’m looking for to help you decide if this fits what you’re looking for:You love being technical and can hold in-depth conversations with direct reports from infra to backend to frontend.You enjoy management problems. We want people who get excited about driving people to be their best, giving difficult feedback, and building systems that make this easierYou hold your team to a high standard and don’t shy away from getting into the details and giving feedback, even to the best folks on your team.You are an excellent and empathetic communicator. Facilitating change at both an individual and organization level requires understanding how to navigate the beliefs, opinions, and past experiences of engineers and figuring out how to both convince them of a new way of doing things while also leaving yourself open to feedback.You know what exceptional engineers look like. You’ve thought deeply about what makes them tick, how to recruit them, and how to grow folks into them.You’re good at thinking about product, business, and maybe even design, but you’re not interested in calling the shots and are more interested in building a team that can make the best decisions without you.You thrive in high-trust, high-autonomy environments. We're a young startup where leaders wear multiple hats.Put another way, you shouldn’t apply if:You don’t enjoy coding or don’t find time to stay up-to-date on technology.You’ve gotten into management because it was the only growth path availableYou want to make all the product decisions instead of empowering your team to make those calls.You're happy with a team of engineers that are predominantly early-career, mid-career, or don't thrive with ownership or autonomy.A staff or principal engineer to you is someone who spends most of their time project managing or doing architecture reviews.You’re not optimistic or convinced that we can build a large engineering team that functions differently than the status quo.What We’re BuildingTalent teams aspire to build a hiring process that identifies great candidates, moves them quickly through the interview process, and provides an excellent experience for the candidate.the company provides talent teams with intelligent and powerful software that provides insights into where they’re failing and automates or simplifies many of the tasks they’re underwater with.We have many customers, great revenue growth, years of runway, and amazing investors like YCombinator, Elad Gil, and Lachy Groom.Engineering CultureOur engineering culture is motivated by Abhik and Benji’s belief that a small talented team, given the right environment, can build high-quality software fast (and work regular hours!).Collaboration is Natural, Communication is DeliberateOur engineering team consists of lifelong learners who are humble and kind.Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers can focus 36h out of a 40h work week.AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software.Give Engineers Ownership & AutonomyAs a manager at the company, you’ll provide mentorship and feedback to engineers to ensure they are successful when delivering projects.Put Effort into DiversityDiverse teams drive innovation and better outcomes.Interview ProcessOur interview process is six interviews in the following order:Intro Call (30m) - Discuss your application questions, align on the responsibilities of the role, and answer questions about the company.Past Experience Deep Dive (1h) - Discuss your past experience as an engineering leader.Technical Screen (1h) - Add a feature back to the company. You'll spend most of your time understanding a specific part of our codebase and write less than 15 lines of code.Coffee Chat with VP of Engineering (1h) - Spend time with our VP of Engineering and get to know each other.Meet the Team (2h) - At this point, the engineering leadership team is excited about you and you'll meet our CEO, Engineers, Product Managers, and some other folks on the team.Technology StackTypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis.BenefitsCompetitive salary and equity.10-year exercise window for stock options.Unlimited PTO, and we will encourage you to take it.Generous equipment, software, and office furniture budget.$100/month education budget with more expensive items (like conferences) covered with manager approval.
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