We’re looking for an engineering manager who is inspired to mentor, grow, and help teams succeed, especially when the team is still small and nimble.
You’re an experienced people manager and adept project manager who can guide developers to perform at their best (without sacrificing sleep) and also remove any blockers that may appear.
As an Engineering Manager, you’ll lead a team of product developers as they evolve and enhance our core web app. You will build an energized and capable team by hiring top-notch talent and by engaging and mentoring current employees. You’ll make sure that projects are running without a hitch; and bridge the gap with Product & Design to make sure that what we are building is on target and prioritizing customer value. As we onboard bigger customers and continue to evolve our hiring product, you’ll guide your team to execute with efficiency, consistency, and, above all, empathy. That’s the Lever way.
About the team
Working as part of Engineering’s leadership team, you will be one of Lever’s key technical leaders. You will be joined by several other leaders within product engineering, infrastructure, IT, and architecture. You will also engage with product managers and business leaders to build alignment on technical direction and will provide thought leadership across the company.
Jobandtalent was founded in 2009 in Madrid. Since then, it has been financed by world-leading capital entities such as Softbank, Atomico, SEEK or Blackrock. Becoming one of the most valued Spanish startups internationally recognized by FT as Europe’s 10th fastest growing startup last year.
Behind our technology platform that employs hundreds of thousands of workers in great companies like Amazon, XPO, Walmart, P&G or H&M. We have a team of more than 1000 employees distributed in offices in the United Kingdom, France, Spain, Portugal, Germany, Sweden, Mexico and Colombia. We plan to continue growing such markets as we launch operations in new countries (up to 20 by 2025). And, to ensure the success of the said plan, we rely on self-driven and highly motivated individuals that want to help us take Jobandtalent to the next level.
Our mission is to improve the employability of millions of workers in the job market. We have created a managed marketplace that connects temporary workers with leading companies with the vision that technology and data are the key leverage to disrupting the temporary labour market.
Here at Jobandtalent, we are all engaged with our product. For that, you must feel included and valued. Therefore, we created an inclusive culture where diversity is an integral part of Jobandtalent’s DNA.
We have created a platform that makes the job market more transparent and liquid to make this a reality. Our platform digitises all recruitment processes simplifying them and generating data to improve the matching between workers and companies. In addition, we group available job offers and employment procedures so that workers can always get suitable job offers and be permanently employed through Jobandtalent.
This way, workers can gain long term job stability because, as a marketplace, we can continuously offer them job opportunities and improve their work experience as we focus on the best possible experience.
What you’ll need
— 3+ years of software engineering management experience at top-tier cloud software companies with a track record of delivering software with high business impact
— Deep understanding of software architecture and development practices
— Solid understanding of the needs of enterprise customers, ideally in the realm of organization settings/configuration and access permissions
— Ability to lead, manage and coach software engineers providing both short-term direction and longer-term career development support
WITHIN 1 MONTH, YOU’LL
— Investigate, solve and release a bug fix to production. In order to do this you will ramp up on Lever’s engineering stack by pair-programming and attending engineering training sessions designed and presented by the team.
— Complete Lever’s new-hire training week (a.k.a. Ramp Camp), and learn what it means to build a powerful recruiting platform.
-Introduce yourself and your management philosophy with a presentation to the engineering team.
-Meet with cross-functional peers around the company to learn how the organization functions.
WITHIN 3 MONTHS, YOU’LL
— Conduct weekly 1-1s with your direct reports. Mentor, coach, and train your reports on how to set quarterly goals, create plans to achieve them, and unblock any obstacles along the way.
— Run the weekly engineering all-hands team meeting in turn with our other engineering managers.
— Set the agenda, encourage participation from the team, and ensure the meeting runs efficiently.
— Solicit regular feedback to iterate on the content and format. Deliver your first engineering project.
-Help the project team to coordinate their work; collaborate effectively with other functions; identify, communicate and reduce risk; run effective meetings and periodic project retrospectives.
-Update and improve the Engineering onboarding process and documentation. Ensure that the next new hire onboarding is able to be completed faster and easier than your own.
-Keep our engineering candidate pipeline full by seeking out new candidates. — - Refer out of your network, send outbound to passive candidates, network at industry events, and nurture relationships through informal coffee chats and lunches.
— Source, interview, and close an engineering candidate. Work closely with the recruiting team and hiring panel to identify, vet and hire the best candidate for the team.
WITHIN 6 MONTHS, YOU’LL
— Analyze and diagnose areas of improvement to the hiring process. Monitor metrics like interview load and conversion rate in order to find opportunities for improvement. Measure the impact of changes on the quality, throughput, and consistency of signal in the hiring pipeline.
— Work with the engineering leadership team to align, establish and promote engineering-wide priorities, including new features, system refactoring, infrastructure investments, and tool building.
— Represent Lever externally by writing for our engineering blog, participating in volunteer events at local bootcamps like Hackbright and Telegraph Academy, and attending industry events.
— Assess your team’s skills and propose a plan to close any gaps that might impede your team’s progress
WITHIN 12 MONTHS, YOU’LL
— Help set the standard for what engineering leadership looks like at Lever. Take us to the next level on topics like one-on-ones, goal setting, feedback and coaching, career planning, or continued education around soft skills and technical skills.
— Define career path opportunities for your engineering team so that all of your engineers can see paths for career development. Help your engineers identify the best direction for their own growth and then coach them along their chosen path.
— Develop new leaders by identifying leadership opportunities (leading projects, presenting to the team, conducting onboarding sessions, mentoring new hires) and matching them to appropriate members of the engineering team.