Engineering Manager (EU / UK Based - Remote)

Your job is to make sure the team works on the most impactful things - and that every engineer on it is growing. This is ~80% people management, growth, impact, and process; ~20% hands-on. This is a building role: we expect you to ship what you propose - whether that's a career-progression framework, an agent that optimizes hiring, or a new prioritization process - using AI as leverage. The ideal candidate is a builder at heart who leads people. You'll be our first Engineering Manager, building this function from scratch. There are no existing processes to inherit - you'll create the hiring pipeline, team structure, career frameworks, and rituals that let us scale. Your unit of ownership: the impact and direction of what the team works on, hiring pipeline, career growth and development of your engineers, and cross-functional alignment with product, design, and external partners. You'll work alongside Tech Leads who own technical direction of their initiatives - your focus is the people, their growth, and making sure the team is working on the right things. In your first 90 days, you'll run 1:1s with the team, understand their growth goals, get involved in hiring, and begin shaping how engineering prioritizes and delivers impact.,

• People management and fostering growth. You run meaningful 1:1s, give continuous feedback, and help each engineer chart a growth path. You upskill engineers across every domain - technical, product, and the business domain we operate in. You know when to coach, when to stretch, and when to shield.
• Impact orientation and prioritization. You make sure the team works on the most impactful things. You're actively involved in prioritization alongside product, bring a product-oriented mindset, and can translate between technical reality and business outcomes.
• Hiring and team building. You own the pipeline end-to-end: sourcing, interviewing, closing. You've built teams before and have a track record of attracting strong engineers in competitive markets.
• Building, not coordinating. You don't just propose - you ship. Whether that's a career-progression framework, an agent that optimizes hiring, or a new prioritization process, you build the things you see need to exist, using AI as leverage.
• Team health and execution. You shape how the team works - rituals, processes, norms - so delivery stays sustainable and morale stays high. You remove blockers, manage dependencies, and ensure commitments are met.
• Starting from scratch. You'll make calls on hiring priorities, team structure, and process when there's no playbook - we're building the engineering org, not maintaining one., You want to write code day-to-day - see Tech Lead.
• You're looking for an established org with existing processes and frameworks.
• You see management as coordination rather than building.
Our tech stack
• TypeScript-first
• React and Fastify
• Postgres, GCP
• Latest AI primitives
  
  Have an engineering background yourself, giving you credibility and context when supporting technical teams.
• Have experience partnering with external vendors, infrastructure providers, or AI model providers.
• Be skilled at facilitating cross-team alignment in a fast-growing organization.
• Have exposure to AI/ML products - not required, but helpful context for the problems your team solves.
  
  Enterprise teams still copy data between systems all day. Work gets stuck in emails, legacy UIs, and handoffs. That chaos is costly, slow, and risky.
  
  Competitive compensation with a meaningful equity component (option to trade salary for equity).