Engineering Manager

• The job has three parts, and we need all of them:
• People. Hiring and staffing, 1:1s, coaching, feedback, performance management and growth. You're the person your engineers trust to tell them the truth about their work, and to push hard for their growth.
• Who you are. We’re a small team of exceptional engineers, and we only hire people who raise the bar.
• This isn’t your first EM role; you’ve hired, run performance cycles and grown people into bigger scope.
• Live in an agentic coding harness (Claude Code, Codex, Cursor — we don’t care which), with real opinions about how a team, not just an individual, should work with agents to ship fast without letting quality slip.
• Resourceful under ambiguity. You add just enough process to keep a team unblocked, and no more.
• Close to the product. You care whether what shipped actually worked for customers, not just whether it shipped.
• Write clearly. We’re remote and async-heavy; people who write clearly think (and prompt) clearly.
• We’ve rebuilt how we work around AI agents, so our engineers are unblocked to work at AI-native speeds. Part of your job is keeping it that way as the team grows.
• Main goes to production and approvals aren’t always required. Fast, automated CI is the gate, and we trust people to make the right judgments.
• We invest in making the codebase easy to work in: written runbooks and conventions that help agents and new people find their way around quickly.
• Running a few agents in parallel is easy, and expected. Sandboxes and preview environments are trivial to spawn.
• You’ll always have the latest tools and models, and we’re generous with tokens.
• Light on ceremony, high on accountability and communication.
• This might not be for everyone, but if it excites you, please apply. We’re especially keen to meet managers who’ll challenge some of these ideas with their own hard-won lessons from the arena.
• We expect you to hit the ground running, and fast.
• Week 1: a 1:1 with every engineer on your teams. Use the harness to learn the codebase and merge your first PR. You’re in the customer data and the team’s Slack channels, learning where work gets stuck.
• First 30 days: you know what each engineer is working toward and where each team’s delivery is at risk. You’ve taken over the rhythms of both teams and shipped something alongside them.
• By 90 days: both teams ship predictably, and your engineers would tell you they’re growing. You have a view on hiring and team shape, and you’re pushing engineering strategy with Marcelo and the founders.
• You manage through process. If your instinct is more ceremonies, more tickets and more status meetings, our engineers will tell you so, quickly.
• You’ve stopped building. You don’t need to be the strongest IC on the team, but you need to be in the code, the tools and the architecture.
• You want to build full-time. The people come first here, and that has to be the part you’re excited about.
• This would be your first time managing. We’d love to meet you for a future role, but this one needs someone who’s done it before.
• Ambiguity and shifting priorities wear you down. Problems arrive here half-shaped, and the roadmap has changed under our feet more than once this year.

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