Software Engineering Manager

About This Opportunity

We are representing a confidential technology client in the on-demand marketplace sector. They are adding engineering leadership capacity to support rapid expansion into new service verticals. This is a fully remote Software Engineering Manager role responsible for leading cross-functional delivery teams of 4-5 engineers. You'll report to the Head of Engineering and own both delivery outcomes and people development in a fast-paced, high-growth environment.

This is a people-first role. If you'd rather review architecture than develop an underperformer, this isn't the right fit. We're seeking a manager who knows what every person on their team needs to grow, handles conflict directly, and can articulate team performance in metrics.

Responsibilities

• People development: Create concrete growth plans for every IC on your team. Know where each person is going and what it takes to get them there.
• Delivery ownership: Ensure your team ships on cadence with predictable quality. Surface risk early, manage scope, and communicate commitment changes proactively.
• Team health: Address conflict directly. Manage underperformers with clear process. Protect and develop top performers.
• Cross-functional partnership: Serve as the interface between your team and Product, Design, and other engineering teams. Drive decisions forward without creating bottlenecks.
• Technical direction: Stay close enough to the work to weigh in on system design and catch architectural risks while removing blockers for your team.
• 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.

What We're Looking For

Deeply AI-integrated, not just AI-aware. You've gone well past occasional prompting. Your engineers expect you to bring new AI workflows to the team. You've used AI to accelerate code review, built prompts that help engineers write sharper tickets, or led adoption of AI development tools. When you see a task consuming team time, your first instinct is to determine if AI can handle it. You're actively experimenting, sharing what works, and setting the pace—not following someone else's lead.

A people developer, not just a delivery manager. You can give concrete examples of career growth plans you've built, hard conversations you've had, and underperformers you've managed through structured process. You spend 1:1 time on people, not status updates.

Remote-native. You've led full-remote teams as a default, not just as a workaround. You know how to build trust without shared physical space, run async decision-making, and keep distributed engineers from feeling isolated.

Direct in conflict. When there's tension on the team—between engineers, between engineering and product, or around performance—you address it directly and quickly. You don't let it simmer.

Data-driven about people and delivery. You can articulate your team's performance in metrics—velocity, retention risk, IC growth—and use that data to make decisions.

Technically credible. You stay close enough to the code to earn your engineers' respect through code reviews, architectural input, and helping debug under pressure. You don't need to be the best engineer in the room, but your team needs to believe you understand their work.

A delegator, not a bottleneck. Your job is to build a team that makes good decisions without you. You coach engineers toward answers rather than providing them. When you go hands-on, it's deliberate and time-bounded.

Year 1 Success Metrics:

• Every engineer on your team has a documented growth plan within 60 days that you can speak to from memory
• Your team ships committed scope on cadence within 90 days
• Zero surprise departures—you know your retention risks and actively work them
• Underperformance is addressed directly and documented, not deferred
• Leadership trusts your team's commitments because you've proven reliability
• Your team is visibly more AI-enabled than when you joined

This role is NOT:

• A pure technical architect role
• A process documentation position
• A stepping stone for someone ambivalent about people leadership vs. building systems
• A reactive firefighting role
• Suitable for AI skeptics in leadership seats

How We Work with You

Our talent team at Get A Job.ai has been engaged to identify exceptional engineering leaders for this confidential client. When you apply through our platform, a recruiter will conduct an initial screening to understand your background and leadership approach. We'll then submit qualified candidates to our client for consideration. Please apply exclusively through Get A Job.ai—do not attempt to contact the client directly, as we are managing this search on their behalf.

Compensation

This is a contractor position with fully remote work. The client offers $120,000-$140,000 USD annually depending on experience, with structured work hours and reasonable flexibility.

Get A Job.ai provides equal employment opportunities to all applicants without regard to race, color, religion, sex, national origin, age, disability, or genetics.