# Engineering Manager
Location: Boston, MA (Hybrid - 2 days/week in office) · Employment Type: Full-time · Level: Senior
[Company] is a B2B SaaS platform helping mid-market companies streamline their operations through intelligent automation.
We serve over 2,000 customers across manufacturing, logistics, and retail—processing millions of workflows daily. Our engineering team of 45 is organized into cross-functional squads, and we're growing to meet demand.
Why join [Company]?
- Lead a talented team working on high-impact product challenges
- Join a 200-person company with strong engineering culture and low attrition
- Series C funded ($65M from Index Ventures, Accel)
- Engineering leadership that values people development alongside delivery
We're hiring an Engineering Manager to lead our Platform team of 6-8 engineers. This is a people management role—you won't be writing production code, but you'll need enough technical depth to guide architectural decisions, evaluate trade-offs, and earn your team's trust.
Unlike a Tech Lead (who remains hands-on), you'll focus on growing engineers, removing blockers, and ensuring the team delivers impactful work. You'll conduct weekly 1:1s, own performance management, lead hiring efforts, and partner closely with Product and Design.
What you'll own:
- A team of 6-8 engineers (mix of mid-level and senior)
- Team health: retention, engagement, career growth
- Delivery: sprint planning, roadmap execution, quality
- Hiring: interviewing, closing candidates, onboarding
- Cross-functional partnership with Product, Design, and other engineering teams
What you won't do:
- Write production code (occasional code review is fine)
- Be the technical decision-maker (that's your senior engineers and tech leads)
- Work in isolation (this role requires constant collaboration)
- Build a healthy, high-performing team with strong retention and engagement
- Deliver the Platform roadmap on time and with high quality
- Hire 2-3 engineers in the next year to support team growth
- Develop engineers through coaching, feedback, and growth opportunities
- Establish strong partnerships with Product and cross-functional stakeholders
- Conduct weekly 1:1s with each team member, focusing on career development, feedback, and support
- Own performance management: goal setting, performance reviews, addressing underperformance
- Lead hiring efforts: define roles, conduct interviews, close candidates, and onboard new hires
- Partner with Product to plan sprints, manage scope, and ensure the team delivers on commitments
- Remove blockers and shield the team from distractions so they can focus on building
- Facilitate team processes: standups, retrospectives, planning sessions
- Collaborate with other Engineering Managers to align on cross-team dependencies and initiatives
- Contribute to engineering culture through hiring bar-raising, process improvements, and knowledge sharing
- Provide technical guidance on architecture and design decisions (without being the decision-maker)
- Communicate team progress, risks, and needs to engineering leadership
- 3+ years of experience managing software engineers directly (not just tech lead or project management)
- Prior experience as a software engineer (5+ years) with enough technical depth to understand your team's work
- Track record of growing engineers: promotions, skill development, career progression
- Experience with difficult management situations: performance conversations, conflict resolution, organizational change
- Hiring experience: have personally hired multiple engineers, know how to evaluate and close candidates
- Strong communication skills: can translate between technical and non-technical stakeholders
- Demonstrated ability to deliver through a team, not just as an individual contributor
- Experience managing teams of 6+ engineers
- Background in platform, infrastructure, or backend systems
- Experience at a growth-stage company (Series B-D)
- Track record of building diverse, inclusive teams
- Familiarity with Agile methodologies and continuous delivery practices
- Experience working with distributed or hybrid teams
Salary: $180,000 - $230,000 (based on experience and location)
Equity: 0.05% - 0.12% (4-year vest, 1-year cliff)
Benefits:
- Medical, dental, and vision insurance (100% covered for employees, 80% for dependents)
- Unlimited PTO with 15-day minimum encouraged
- $3,000 annual learning budget (conferences, courses, coaching)
- $1,500 home office setup allowance
- 401(k) with 4% company match
- 16 weeks paid parental leave
- Flexible hybrid schedule (2 days in Boston office)
- Monthly team events and quarterly offsites
Location: Boston, MA (Hybrid). We value in-person collaboration for building relationships and team culture.
Our interview process typically takes 3-4 weeks. We focus on real management scenarios and past experience, not hypothetical questions.
- Step 1: Recruiter Screen (30 min) - Background, interests, role expectations, and your questions about the company.
- Step 2: Hiring Manager Conversation (45 min) - Deep dive into your management experience, leadership philosophy, and what you're looking for.
- Step 3: Management Scenarios (60 min) - Discussion of real situations you've handled: performance issues, team conflicts, difficult decisions. We'll share scenarios and discuss how you'd approach them.
- Step 4: Technical Discussion (45 min) - Not a coding interview. We'll discuss architecture, technical trade-offs, and how you stay technically credible without coding daily.
- Step 5: Cross-Functional Interview (45 min) - Meet with Product and Design partners to discuss collaboration and communication style.
- Step 6: Team Meet (45 min) - Meet 2-3 engineers from the team you'd manage. They'll share what they're looking for in a manager.
- Step 7: Executive Conversation (30 min) - Meet with VP of Engineering to discuss career goals, expectations, and final questions.
We provide feedback within 3 business days of each round and move quickly for strong candidates.
Submit your resume and optionally share context about your management experience—teams you've built, challenges you've navigated, or what you're looking for in your next role. We review every application and respond within 5 business days.
---
*[Company] is an equal opportunity employer. We're committed to building a diverse team and inclusive culture. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, gender identity, age, marital status, veteran status, or disability status.*
*Great engineering management comes from diverse backgrounds. If you're excited about this role but don't meet every qualification, we encourage you to apply. If you need accommodations during the interview process, let us know and we'll make it work.*
# Engineering Manager
**Location:** Boston, MA (Hybrid - 2 days/week in office) · **Employment Type:** Full-time · **Level:** Senior
## About [Company]
[Company] is a B2B SaaS platform helping mid-market companies streamline their operations through intelligent automation.
We serve over 2,000 customers across manufacturing, logistics, and retail—processing millions of workflows daily. Our engineering team of 45 is organized into cross-functional squads, and we're growing to meet demand.
**Why join [Company]?**
- Lead a talented team working on high-impact product challenges
- Join a 200-person company with strong engineering culture and low attrition
- Series C funded ($65M from Index Ventures, Accel)
- Engineering leadership that values people development alongside delivery
## The Role
We're hiring an Engineering Manager to lead our Platform team of 6-8 engineers. This is a people management role—you won't be writing production code, but you'll need enough technical depth to guide architectural decisions, evaluate trade-offs, and earn your team's trust.
Unlike a Tech Lead (who remains hands-on), you'll focus on growing engineers, removing blockers, and ensuring the team delivers impactful work. You'll conduct weekly 1:1s, own performance management, lead hiring efforts, and partner closely with Product and Design.
**What you'll own:**
- A team of 6-8 engineers (mix of mid-level and senior)
- Team health: retention, engagement, career growth
- Delivery: sprint planning, roadmap execution, quality
- Hiring: interviewing, closing candidates, onboarding
- Cross-functional partnership with Product, Design, and other engineering teams
**What you won't do:**
- Write production code (occasional code review is fine)
- Be the technical decision-maker (that's your senior engineers and tech leads)
- Work in isolation (this role requires constant collaboration)
## Objectives of This Role
- Build a healthy, high-performing team with strong retention and engagement
- Deliver the Platform roadmap on time and with high quality
- Hire 2-3 engineers in the next year to support team growth
- Develop engineers through coaching, feedback, and growth opportunities
- Establish strong partnerships with Product and cross-functional stakeholders
## Responsibilities
- Conduct weekly 1:1s with each team member, focusing on career development, feedback, and support
- Own performance management: goal setting, performance reviews, addressing underperformance
- Lead hiring efforts: define roles, conduct interviews, close candidates, and onboard new hires
- Partner with Product to plan sprints, manage scope, and ensure the team delivers on commitments
- Remove blockers and shield the team from distractions so they can focus on building
- Facilitate team processes: standups, retrospectives, planning sessions
- Collaborate with other Engineering Managers to align on cross-team dependencies and initiatives
- Contribute to engineering culture through hiring bar-raising, process improvements, and knowledge sharing
- Provide technical guidance on architecture and design decisions (without being the decision-maker)
- Communicate team progress, risks, and needs to engineering leadership
## Required Skills and Qualifications
- 3+ years of experience managing software engineers directly (not just tech lead or project management)
- Prior experience as a software engineer (5+ years) with enough technical depth to understand your team's work
- Track record of growing engineers: promotions, skill development, career progression
- Experience with difficult management situations: performance conversations, conflict resolution, organizational change
- Hiring experience: have personally hired multiple engineers, know how to evaluate and close candidates
- Strong communication skills: can translate between technical and non-technical stakeholders
- Demonstrated ability to deliver through a team, not just as an individual contributor
## Preferred Skills and Qualifications
- Experience managing teams of 6+ engineers
- Background in platform, infrastructure, or backend systems
- Experience at a growth-stage company (Series B-D)
- Track record of building diverse, inclusive teams
- Familiarity with Agile methodologies and continuous delivery practices
- Experience working with distributed or hybrid teams
## Compensation and Benefits
**Salary:** $180,000 - $230,000 (based on experience and location)
**Equity:** 0.05% - 0.12% (4-year vest, 1-year cliff)
**Benefits:**
- Medical, dental, and vision insurance (100% covered for employees, 80% for dependents)
- Unlimited PTO with 15-day minimum encouraged
- $3,000 annual learning budget (conferences, courses, coaching)
- $1,500 home office setup allowance
- 401(k) with 4% company match
- 16 weeks paid parental leave
- Flexible hybrid schedule (2 days in Boston office)
- Monthly team events and quarterly offsites
**Location:** Boston, MA (Hybrid). We value in-person collaboration for building relationships and team culture.
## Interview Process
Our interview process typically takes 3-4 weeks. We focus on real management scenarios and past experience, not hypothetical questions.
- **Step 1: Recruiter Screen** (30 min) - Background, interests, role expectations, and your questions about the company.
- **Step 2: Hiring Manager Conversation** (45 min) - Deep dive into your management experience, leadership philosophy, and what you're looking for.
- **Step 3: Management Scenarios** (60 min) - Discussion of real situations you've handled: performance issues, team conflicts, difficult decisions. We'll share scenarios and discuss how you'd approach them.
- **Step 4: Technical Discussion** (45 min) - Not a coding interview. We'll discuss architecture, technical trade-offs, and how you stay technically credible without coding daily.
- **Step 5: Cross-Functional Interview** (45 min) - Meet with Product and Design partners to discuss collaboration and communication style.
- **Step 6: Team Meet** (45 min) - Meet 2-3 engineers from the team you'd manage. They'll share what they're looking for in a manager.
- **Step 7: Executive Conversation** (30 min) - Meet with VP of Engineering to discuss career goals, expectations, and final questions.
We provide feedback within 3 business days of each round and move quickly for strong candidates.
## How to Apply
Submit your resume and optionally share context about your management experience—teams you've built, challenges you've navigated, or what you're looking for in your next role. We review every application and respond within 5 business days.
---
*[Company] is an equal opportunity employer. We're committed to building a diverse team and inclusive culture. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, gender identity, age, marital status, veteran status, or disability status.*
*Great engineering management comes from diverse backgrounds. If you're excited about this role but don't meet every qualification, we encourage you to apply. If you need accommodations during the interview process, let us know and we'll make it work.*