Nametag - Engineering Manager
Requirements
• Work authorization required: Applicants must be legally authorized to work in the United States for any employer without current or future need for visa sponsorship. • You do not need to match every bullet. We care most about judgment, ownership, and evidence that teams get better under your leadership. • 3+ years managing software engineers, including senior and staff-level ICs, with a track record of shipping production systems. • A strong engineering background of your own — you've built and operated backend or distributed systems at scale, and you can still hold your own in a design review. • Experience owning delivery for a team: planning, prioritization, and accountability for outcomes rather than activity. • Experience running on-call and incident response for a production system with real availability expectations. • Demonstrated hiring success — you've built an interview process, not just sat on panels. • Comfort operating at startup scope: ambiguous problems, shifting priorities, and no one else to hand the hard thing to. • Strong written communication. We're remote-first, and decisions that aren't written down didn't happen. • Experience in security, identity, fraud, or infrastructure-adjacent B2B SaaS. • Experience with Go, AWS, and a services architecture. • Experience scaling an engineering org through a growth stage — adding teams, layers, or a second manager. • Experience with SOC 2 or similar compliance regimes as an engineering leader rather than a bystander. • A real point of view, informed by practice, on how AI coding tools change engineering process and quality. • What we value • High ownership. You see what needs doing and do it. • Technical judgment. You make systems simpler, safer, and easier to operate. • Speed with care. We move quickly because attackers move quickly, but we do not cut corners on trust or security. • Knowledge compounds. What one person learns should be available to everyone, and to the tools we work alongside. • Kindness and integrity. Trust starts with how we work with each other. • What We Value • Intellectual horsepower. Quickly grasping complex technical and business concepts. • Kindness and integrity. Earning trust is central to how we build relationships with customers and colleagues. • Bias for action. We move quickly to deliver impact and protect our customers against fast-moving threats. • Ownership mindset. You care about uptime and stability the way a founder cares about the product.
Responsibilities
• Lead the team • Manage, coach, and grow a team of senior and staff engineers, including regular 1:1s, feedback, and performance and promotion decisions. • Set expectations clearly and address problems early. Protect the team's focus and its standards with equal energy. • Grow people deliberately — career paths, stretch work, and the honest conversations that make either one meaningful. • Own delivery • Run planning and execution so the team ships predictably: clear scope, visible progress, and no surprises at the end of a quarter. • Make and communicate tradeoffs between speed, quality, and scope, and be accountable for the call. • Unblock work. Escalate the things that need escalating and absorb the rest. • Own operational health • Be accountable for reliability, on-call, and incident response for the systems your team owns. • Drive postmortems that change something. Treat a repeat incident as a process failure, not bad luck. • Keep security and compliance obligations — SOC 2, customer commitments, secure development lifecycle — as part of normal engineering work rather than an annual scramble. • Partner across the company • Work with product and design to turn a roadmap into a sequenced, buildable plan. • Represent engineering to customers, prospects, and the exec team, including in the technical conversations that close enterprise deals. • Translate between what customers need and what the architecture will actually support. • Hire and build the org • Own engineering hiring: sourcing, interview design, calibration, and closing. • Raise the quality of the bar and the fairness of the process at the same time. • Design team structure and ownership boundaries as the org grows. • Shape how the team engineers • Set and enforce the standards — code review, testing, deployment, documentation, architectural decision records — that let a small team move fast without breaking trust. • Define how the team uses AI tooling responsibly: where agents accelerate work, where a human stays accountable, and what review looks like in between. • Make the build, test, and deploy path something engineers trust. Developer experience is a leadership responsibility.
Benefits
• Competitive salary • Meaningful equity ownership • Comprehensive health benefits (medical, dental, vision) • Flexible paid time off • Quarterly team off-sites and travel support • New computer hardware and equipment • An inclusive environment where your voice has impact and your work drives change
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