Senior Engineering Manager

• 10+ years of experience in IT, including 5+ years in engineering management, and a strong technical background.
• Experience managing team or technical leaders in a product-focused company.
• Practical knowledge of Scrum.
• Strong technical judgment and the ability to evaluate system design and trade-offs.
• Ability to handle difficult conversations with leaders, product, and the business.
• Fluent English.

Nice to have:

• Experience with SAFe or another scaled Agile framework, including ART experience and working with Agile Coaches or RTEs.
• Marketplace or travel-sector experience.
• Experience in a microservices environment with 100+ services.
• Experience with Jira, Confluence, Datadog, or similar tools.

Engineering Value Creation

• Turn business goals into clear engineering actions and objectives for six or more months, with measurable targets.
• Link engineering work to customer and business value using the prioritization framework.
• Plan and track team capacity and design team structures as the organization grows.

Delivery

• Break work into small, predictable cycles; maintain daily deployments and cycle time under three weeks for typical features.
• Reduce lead time from idea to production and remove bottlenecks while balancing speed and quality.
• Work with Agile Coaches on SAFe ceremonies, including PI Planning, System Demo, Inspect & Adapt, and Scrum of Scrums; work with Product Managers on PI Objectives and the roadmap.
• Report delivery status, risks, and organizational health to the Director of Engineering.

Operational Excellence

• Set quarterly targets and SLOs that reflect user experience, measure outcomes, and address issues quickly.
• Lead ART-level planning, manage cross-team dependencies, and maintain alignment to Program Increments.
• Spot issues early, maintain clear risk escalation paths, and ensure 24/7 continuity of the cluster.

Technical Excellence

• Set technical standards with leaders and architects for code reviews, unit, integration and E2E testing, and documentation.
• Balance innovation and stability, oversee technical debt, and boost developer productivity.
• Define and track meaningful technical metrics and turn customer feedback into technical direction.

Leadership & Talent Development

• Hire and retain talent, including leaders, and build strong teams through talent density and clear accountability.
• Set clear goals with frequent feedback, support personal development plans, and plan for succession.
• Handle performance issues, conflicts, and offboarding promptly and clearly.
• Build a culture of ownership, open debate, and blameless post-mortems.