Omada Health - Senior Engineering Manager, Member Experience

Remote - USA$202k - $253k+ Equity4w ago

Remote Staff NA Cloud Computing Engineering Manager Tech Lead Case Management Reporting Ruby React Python

Requirements

• 8+ years in software engineering, including 4+ years managing engineers directly. • Experience developing another leader: a manager who reported to you, or an engineer you grew into a tech lead or EM role with real accountability attached. Tell us where they are now. • A track record shipping mission-critical software to production, and living with it afterwards. We all make mistakes; what sets you apart is that you own yours and turn them into something better. • Experience owning prioritization and estimation for a team, including saying no, not now, and explaining why. • Experience giving direct developmental feedback, and at least one case where you managed someone through underperformance with real support attached. • Currently shipping, or recently shipping, production code in at least one layer of our stack (backend (Ruby, Python, ...), web frontends (React), iOS, or Android,) with enough range to follow the conversation in the others and review architecture decisions critically. • Comfort with an expert-generalist team model, where a backend-heavy builder ships in the mobile app and a mobile-heavy one ships in the backend. You understand how transformative this model is, and you should be able to name the risks and opportunities it brings. • Hands-on experience directing AI agents through real world production changes, and a considered view on where they help and where they produce work someone else has to redo. • Understanding of CI/CD, logging, monitoring, and telemetry, at the level where you can tell whether your squad's operational story checks out or falls short. • Excellent written communication. Much of this job is writing things down clearly once so they do not have to be argued four times. • Technologies we use: • Ruby on Rails, Python (Flask, FastAPI), React, native iOS (Swift, SwiftUI), native Android (Kotlin), PostgreSQL, GraphQL, AWS (RDS, SQS), Docker, Kubernetes, GitLab, Datadog, PagerDuty.

Responsibilities

• Own delivery across your squads. Sprint shaping, prioritization, backlog grooming, and estimation. Make the calls, write them down, and be accountable for them. When two squads want the same thing at the same time, you are the one who decides. • Own delivery across your squads. • Own cycle time. Yours to improve, not at the expense of quality, and yours to explain when it changes, including why one of your squads is slower than the other. • Own cycle time. • Stay technical. On squads you manage directly, you ship production work every sprint, off the critical path, in the same agent workflows your builders use. On squads that run through a manager, you stay close enough to review architecture, catch a weak design, and be useful in an incident. Either way, you can teach someone to navigate the system, not just navigate it yourself. • Stay technical. • Partner with your Product Strategist. They own what the squad builds; you hold the line between their scope and yours so the squad never has two people answering the same question differently. • Partner with your Product Strategist. • Grow a manager. If an EM reports to you, their growth is your work product. Their squad's health is the evidence. • Grow a manager. • Plan the team you need next year, not just this quarter. Headcount, skill mix, and the onboarding path that gets a new builder productive in an agent-heavy codebase in weeks rather than months. • Plan the team you need next year, not just this quarter. • Set the AI standard past your own boundary. Write down what good looks like, teach it, and measure whether it stuck. Other squads should be able to use what you built without you in the room. • Set the AI standard past your own boundary. • Take on the problem that is nobody's. You will find things that slow down engineering broadly. Some of them you should pick up, organize, and close out with your peers. • Take on the problem that is nobody's.

Benefits

• Competitive salary with generous annual cash bonus • Employee stock purchasing plan (ESPP) • Remote first work from home culture • Flexible Time Off to help you rest, recharge, and connect with loved ones • Generous parental leave • Health, dental, and vision insurance (and above market employer contributions) • 401k retirement savings plan • Lifestyle Spending Account (LSA) • Mental Health Support Solutions • It takes a village to change health care. As we build together toward our mission, we strive to embody the following values in our day-to-day work. We hope these hold meaning for you as well as you consider Omada! • Cultivate Trust. We listen closely and we operate with kindness. We provide respectful and candid feedback to each other. • Cultivate Trust. • Seek Context. We ask to understand and we build connections. We do our research up front to move faster down the road. • Seek Context. • Act Boldly. We innovate daily to solve problems, improve processes, and find new opportunities for our members and customers. • Act Boldly. • Deliver Results. We reward impact above output. We set a high bar, we’re not afraid to fail, and we take pride in our work. • Deliver Results. • Succeed Together. We prioritize Omada’s progress above team or individual. We have fun as we get stuff done, and we celebrate together. • Succeed Together. • Remember Why We’re Here. We push through the challenges of changing health care because we know the destination is worth it. • Omada is thrilled to share that we’ve been certified as a Great Place to Work! Please click here for more information. • We carefully hire the best talent we can find, which means actively seeking diversity of beliefs, backgrounds, education, and ways of thinking. We strive to build an inclusive culture where differences are celebrated and leveraged to inform better design and business decisions. Omada is proud to be an equal opportunity workplace and affirmative action employer. We are committed to equal opportunity regardless of race, color, religion, sex, gender identity, national origin, ancestry, citizenship, age, physical or mental disability, legally protected medical condition, family care status, military or veteran status, marital status, domestic partner status, sexual orientation, or any other basis protected by local, state, or federal laws. • Below is a summary of salary ranges, by geographic zone, for this role*. These ranges represent a good faith estimate of the minimum and maximum base salary for the position in that zone at the time of posting. Please refer to this resource for detail on zone designations. • Zone 1: $202,400 - $253,000 • Zone 2: $193,600 - $242,000 • Zone 3: $176,000 - $220,000 • Please note that zones may be updated as market data changes but we will honor the range applicable to your zone (which is determined by your location) as of your application date. • The actual offer, including the compensation package, will be within the posted range for the relevant zone and will be determined based on multiple factors, such as the candidate's skills and experience, and other business considerations such as internal equity. • Please click here for more information on our Candidate Privacy Notice.