Software Engineering Manager

About This Opportunity

We are representing a fast-growing technology platform in the on-demand services sector. Our client operates profitably at significant scale, connecting consumers with service professionals across multiple brands. They are expanding into new verticals and need experienced engineering leadership to support that growth.

As a recruiting partner, our talent team at Get A Job.ai is seeking a Software Engineering Manager for this remote role, open to candidates based in Latin America. You will report to the Head of Engineering and lead a cross-functional delivery team of 4-5 engineers.

This is a people-first engineering management role. If your identity as an EM centers on technical architecture rather than developing team members, this won't be the right fit. We're looking for a manager who knows what each person needs to grow, handles conflict directly, and articulates team performance through clear metrics.

Responsibilities

• People development: Build and execute concrete growth plans for every engineer on your team. Know where each person is headed and what they need to get there.
• Delivery ownership: Ensure your team ships on cadence with predictable quality. Surface risk early, manage scope proactively, and maintain reliable commitments.
• Team health: Address conflict directly and promptly. Manage underperformers through clear, structured processes. Protect and develop top performers.
• Cross-functional partnership: Serve as the interface between your team and Product, Design, and other engineering functions. Drive decisions forward without creating bottlenecks.
• Technical direction: Stay close enough to the work to weigh in on system design and identify architectural risks, while keeping focus on removing blockers rather than getting into implementation details.
• AI adoption leadership: Actively introduce AI tools and workflows into how your team operates—code review, documentation, sprint planning, debugging. Set the pace for adoption across your team.

What We're Looking For

Deeply AI-integrated: You've moved well beyond occasional AI usage. You bring new AI workflows to your team, have used tools like Claude to accelerate code review, and lead adoption of AI-assisted development. When you see repetitive tasks, your instinct is to explore AI solutions. You're actively experimenting and setting the pace, not following. This role won't fit if your AI usage is occasional or you're still evaluating whether these tools are worthwhile.

A people developer: You can share concrete examples of career growth plans you've built, difficult conversations you've navigated, and underperformers you've managed through structured processes. Your 1:1 time focuses on people development, not status updates. This won't be a match if your management examples center mostly on process improvements or if you tend to attribute team outcomes to individual engineers rather than the environment you create.

Remote-native experience: You've led fully remote teams as a default operating model, not as a temporary workaround. You know how to build trust without physical proximity, run async decision-making effectively, and keep distributed engineers engaged. This isn't the right opportunity if you haven't managed a fully remote team in a leadership capacity or if remote work feels inherently harder than in-person management.

Direct in conflict: When tension emerges—between engineers, between engineering and product, or around performance expectations—you address it directly and quickly rather than letting it linger. This won't fit if you've left situations due to unresolved conflict or if your resolution approach focuses on "creating dialogue" without driving to clear outcomes.

Data-driven leadership: You articulate team performance through metrics, not intuition alone. You track velocity, retention risk, and individual contributor growth, using that data to inform decisions. This role won't suit you if your performance assessments rely primarily on general observations without specific metrics or outcomes.

Technically credible: You remain close enough to the code to earn your engineers' respect through code reviews, architectural input, and hands-on debugging when needed. You don't need to be the strongest technical voice in every conversation, but your team must trust that you understand their work. This won't be a good fit if you've fully transitioned away from technical work.

A delegator, not a bottleneck: You build teams that make sound decisions independently. You coach engineers toward solutions rather than providing answers. When you go hands-on, it's intentional and time-bounded. This role won't work if your instinct is to take over when teams struggle, if you become the access point for all requests, or if team output drops when you're unavailable.

What This Role Is NOT: This is not a pure technical architect position, a process documentation role, a stepping stone toward IC work, a reactive firefighting job, or a fit for leaders skeptical about AI adoption.

How We Work With You

Candidates apply directly through Get A Job.ai. Our recruiting team conducts an initial screening to understand your background, management philosophy, and experience with remote teams and AI adoption. Qualified candidates are then submitted to our client for consideration. Please do not attempt to contact the client directly—all communication flows through our team to ensure a professional process for everyone involved.

Pay

Pay via Get A Job.ai: $120,000–$140,000 USD annually, depending on experience. This is a contractor position. The role is fully remote and built for distributed leadership.

Equal Employment Opportunity: Get A Job.ai provides equal employment opportunities to all qualified applicants without regard to race, color, religion, sex, national origin, age, disability, or genetics. We comply with all applicable employment laws.