Headquarters: Brazil
URL: http://lawnstarter.com

About LawnStarter

LawnStarter is the nation's leading on-demand marketplace for lawn care and related services, with over $100M in annual bookings. We're expanding beyond lawn care to become the one-stop shop for all outdoor home services - pest control, pool cleaning, window cleaning, and more.

About Engineering at LawnStarter

Our engineering team builds the platform that connects hundreds of thousands of homeowners with over 70,000 active service pros. We operate three brands (LawnStarter, Lawn Love, HomeGnome) on shared infrastructure, and we're profitable and growing. Engineering here is fast - we ship constantly, we own our systems end-to-end, and we don't tolerate "not my problem." We have strong processes and existing engineering managers, so you're not building from scratch. You're raising the bar.

The Role

We're growing, and that means adding engineering leadership capacity to support new initiatives. You'll lead cross-functional delivery teams of 4-5 engineers, reporting to our Head of Engineering. Your job is to make sure your team ships reliably, grows professionally, and doesn't become a bottleneck as LawnStarter scales into new service verticals.

This is a people-first role. If your identity as an EM is primarily technical - if you'd rather review architecture than develop an underperformer - this isn't the right fit. If you're the manager who knows what every person on your team needs to grow, who handles conflict directly, and who can articulate team performance in metrics, keep reading.

What makes this role different:

- You'll own both delivery AND people outcomes - neither can be delegated

- Distributed team across time zones, so async leadership and written communication matter as much as meetings

- We move fast and actually ship - you'll feel the difference between a team that's humming and one that's stuck

- AI-forward is not a buzzword here - we expect you to lead your team on how to use it, not just follow along

What You'll Own

- People development: Concrete growth plans for every IC on your team - not just the struggling ones. You know where each person is going and what it takes to get there.

- Delivery: Your team ships on cadence with predictable quality. You surface risk early, manage scope, and don't miss commitments without warning.

- Team health: Conflict gets addressed directly. Underperformers are managed with a clear process. Top performers are protected and developed.

- Cross-functional partnership: You're the interface between your team and Product, Design, and other engineering teams. Decisions get made, not stalled.

- Technical direction: Close enough to the work to weigh in on system design and catch architectural risks. Not so close that you're in the weeds instead of removing blockers.

- AI adoption: You're actively introducing AI tools and workflows into how your team operates - code review, documentation, sprint planning, debugging. You set the pace, not follow it.

Problems to Solve

Building people leadership depth as the team scales

LawnStarter is expanding into new service verticals quickly. That means new headcount, new complexity, and more pressure on EMs to develop the next generation of senior engineers and tech leads - not just ship features. We need an EM who's done this before, not one who's figuring it out.

Managing distributed teams without losing culture or accountability

Our engineering team spans multiple time zones and countries. Async communication, remote 1:1s, and distributed sprint ceremonies are the norm - not a workaround. An EM who needs daily in-person proximity to lead effectively won't thrive here.

Turning delivery consistency into a competitive advantage

We have product-market fit and real momentum. The constraint now is shipping reliably enough to compound on that momentum. Your team's velocity and predictability directly affects LawnStarter's ability to launch new services and capture market share.

Orchestrating cross-functional delivery from roadmap to release

An EM here is the connective tissue between Product, Design, and specialist functions - quality engineering, architecture, and security - from estimation through delivery. The hard part isn't running any one of those conversations well; it's running all of them in parallel without becoming the bottleneck they route through. We need an EM who can hold business value and technical soundness in view at once and make the tradeoff calls - not one who stalls when Product wants speed, Security wants rigor, and Architecture wants the durable answer.

Turning AI adoption into throughput without sacrificing craftsmanship

We're not experimenting with AI on the margins. Claude Code, spec-driven development, and AI-assisted review are becoming default workflows here - and we track adoption seriously. We need an EM who can turn "the team uses AI" into measurable throughput without letting quality slip, with real opinions about where AI helps and where it quietly creates debt.

What Success Looks Like (Year 1)

- Every engineer on your team has a documented growth plan within 60 days - and you can speak to it from memory

- Your team ships its committed scope on cadence within 90 days

- Zero surprise departures - you know your retention risks and are actively working them

- Underperformance is addressed directly and documented, not deferred

- The Head of Engineering trusts your team's commitments because you've proven they're reliable

- Your team is visibly more AI-enabled than when you joined - new tools adopted, old manual tasks automated, engineers unblocked faster

Requirements

Who You Are

Deeply AI-integrated, not just AI-aware. You've gone well past "I use ChatGPT to write emails." Your engineers expect you to bring new AI workflows to the team - you've used Claude to accelerate code review, built prompts that help engineers write sharper tickets, or led your team's adoption of Copilot in the development workflow. When you see a task eating team time, your first instinct is to figure out if AI can handle it. You're actively experimenting, sharing what works, and setting the pace on AI adoption for your team - not following someone else's lead. This is unlikely to be a good fit if your AI usage stops at occasional prompting, if you're still evaluating whether the tools are worth the learning curve, or if you'd describe yourself as "AI-curious" rather than AI-native.

A people developer, not just a delivery manager. You can give concrete examples of career growth plans you've built, hard conversations you've had, and underperformers you've managed through a structured process. You spend your 1:1 time on people, not status updates. This is unlikely to be a good fit if your management examples are mostly about process improvements or shipping milestones - or if you tend to blame team outcomes on the engineers rather than the environment you built.

Remote-native. You've led full-remote teams before - not just as a workaround during COVID, but as a default. You know how to build trust without shared physical space, how to run async decision-making, and how to keep distributed engineers from feeling isolated. This is unlikely to be a good fit if you haven't managed a fully remote team in a leadership position, or if you feel like remote work is harder than in-person management.

Direct in conflict. When there's tension on the team - between engineers, between engineering and product, between a team member's performance and what's expected - you address it directly and quickly. You don't let it simmer. This is unlikely to be a good fit if you've left roles or situations because of unresolved conflict, or if your conflict resolution examples are mostly about "creating space for dialogue" without resolution.

Data-driven about people and delivery. You can articulate your team's performance in metrics - not just vibes. You track velocity, retention risk, and IC growth, and you use that data to make decisions. This is unlikely to be a good fit if your answers to performance questions are mostly common-sense observations without examples tied to specific numbers or outcomes.

Technically credible. You stay close enough to the code to earn your engineers' respect - code reviews, architectural input, helping debug under pressure. You don't need to be the best engineer in the room, but your team needs to believe you understand what they're doing. This is unlikely to be a good fit if you've fully transitioned to pure management and haven't touched technical work in years.

A delegator, not a bottleneck. Your job is to build a team that makes good decisions without you - not to be the person all decisions flow through. You coach engineers toward answers rather than providing them. When you go hands-on, it's deliberate and time-bounded, not a default. This is unlikely to be a good fit if your instinct when a team struggles is to take over, if you find yourself becoming the access point for all requests, or if your team's output goes down when you're unavailable.

This Role Is NOT

- A pure technical architect role. The team has senior engineers. Your job is to make sure they're effective and growing, not to be the smartest person in every technical conversation.

- A process manager. We have processes. Your job isn't to document them better - it's to lead the people running them and improve outcomes.

- A stepping stone. We're looking for someone committed to people leadership as their primary craft - not someone who's considering moving back to IC or is ambivalent about managing people vs. building systems.

- A reactive firefighter. We want someone who surfaces risk early and manages it proactively - not someone who thrives in chaos and sees every crisis as a badge of honor.

- An AI skeptic in a leadership seat. We expect our engineering leaders to actively drive AI adoption on their teams, not wait to be convinced.

Benefits

- Rate: $120,000-$140,000 USD annually (contractor), depending on experience

- Location: Fully remote - this role is built for remote-first leaders

- Flexibility: Structured work hours with reasonable flexibility for life

LawnStarter provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. We comply with applicable state and local laws governing nondiscrimination in employment.

To apply: https://weworkremotely.com/remote-jobs/lawnstarter-software-engineering-manager-5

Headquarters: Mexico
URL: http://lawnstarter.com

About LawnStarter

LawnStarter is the nation's leading on-demand marketplace for lawn care and related services, with over $100M in annual bookings. We're expanding beyond lawn care to become the one-stop shop for all outdoor home services - pest control, pool cleaning, window cleaning, and more.

About Engineering at LawnStarter

Our engineering team builds the platform that connects hundreds of thousands of homeowners with over 70,000 active service pros. We operate three brands (LawnStarter, Lawn Love, HomeGnome) on shared infrastructure, and we're profitable and growing. Engineering here is fast - we ship constantly, we own our systems end-to-end, and we don't tolerate "not my problem." We have strong processes and existing engineering managers, so you're not building from scratch. You're raising the bar.

The Role

We're growing, and that means adding engineering leadership capacity to support new initiatives. You'll lead cross-functional delivery teams of 4-5 engineers, reporting to our Head of Engineering. Your job is to make sure your team ships reliably, grows professionally, and doesn't become a bottleneck as LawnStarter scales into new service verticals.

This is a people-first role. If your identity as an EM is primarily technical - if you'd rather review architecture than develop an underperformer - this isn't the right fit. If you're the manager who knows what every person on your team needs to grow, who handles conflict directly, and who can articulate team performance in metrics, keep reading.

What makes this role different:

- You'll own both delivery AND people outcomes - neither can be delegated

- Distributed team across time zones, so async leadership and written communication matter as much as meetings

- We move fast and actually ship - you'll feel the difference between a team that's humming and one that's stuck

- AI-forward is not a buzzword here - we expect you to lead your team on how to use it, not just follow along

What You'll Own

- People development: Concrete growth plans for every IC on your team - not just the struggling ones. You know where each person is going and what it takes to get there.

- Delivery: Your team ships on cadence with predictable quality. You surface risk early, manage scope, and don't miss commitments without warning.

- Team health: Conflict gets addressed directly. Underperformers are managed with a clear process. Top performers are protected and developed.

- Cross-functional partnership: You're the interface between your team and Product, Design, and other engineering teams. Decisions get made, not stalled.

- Technical direction: Close enough to the work to weigh in on system design and catch architectural risks. Not so close that you're in the weeds instead of removing blockers.

- AI adoption: You're actively introducing AI tools and workflows into how your team operates - code review, documentation, sprint planning, debugging. You set the pace, not follow it.

Problems to Solve

Building people leadership depth as the team scales

LawnStarter is expanding into new service verticals quickly. That means new headcount, new complexity, and more pressure on EMs to develop the next generation of senior engineers and tech leads - not just ship features. We need an EM who's done this before, not one who's figuring it out.

Managing distributed teams without losing culture or accountability

Our engineering team spans multiple time zones and countries. Async communication, remote 1:1s, and distributed sprint ceremonies are the norm - not a workaround. An EM who needs daily in-person proximity to lead effectively won't thrive here.

Turning delivery consistency into a competitive advantage

We have product-market fit and real momentum. The constraint now is shipping reliably enough to compound on that momentum. Your team's velocity and predictability directly affects LawnStarter's ability to launch new services and capture market share.

Orchestrating cross-functional delivery from roadmap to release

An EM here is the connective tissue between Product, Design, and specialist functions - quality engineering, architecture, and security - from estimation through delivery. The hard part isn't running any one of those conversations well; it's running all of them in parallel without becoming the bottleneck they route through. We need an EM who can hold business value and technical soundness in view at once and make the tradeoff calls - not one who stalls when Product wants speed, Security wants rigor, and Architecture wants the durable answer.

Turning AI adoption into throughput without sacrificing craftsmanship

We're not experimenting with AI on the margins. Claude Code, spec-driven development, and AI-assisted review are becoming default workflows here - and we track adoption seriously. We need an EM who can turn "the team uses AI" into measurable throughput without letting quality slip, with real opinions about where AI helps and where it quietly creates debt.

What Success Looks Like (Year 1)

- Every engineer on your team has a documented growth plan within 60 days - and you can speak to it from memory

- Your team ships its committed scope on cadence within 90 days

- Zero surprise departures - you know your retention risks and are actively working them

- Underperformance is addressed directly and documented, not deferred

- The Head of Engineering trusts your team's commitments because you've proven they're reliable

- Your team is visibly more AI-enabled than when you joined - new tools adopted, old manual tasks automated, engineers unblocked faster

Requirements

Who You Are

Deeply AI-integrated, not just AI-aware. You've gone well past "I use ChatGPT to write emails." Your engineers expect you to bring new AI workflows to the team - you've used Claude to accelerate code review, built prompts that help engineers write sharper tickets, or led your team's adoption of Copilot in the development workflow. When you see a task eating team time, your first instinct is to figure out if AI can handle it. You're actively experimenting, sharing what works, and setting the pace on AI adoption for your team - not following someone else's lead. This is unlikely to be a good fit if your AI usage stops at occasional prompting, if you're still evaluating whether the tools are worth the learning curve, or if you'd describe yourself as "AI-curious" rather than AI-native.

A people developer, not just a delivery manager. You can give concrete examples of career growth plans you've built, hard conversations you've had, and underperformers you've managed through a structured process. You spend your 1:1 time on people, not status updates. This is unlikely to be a good fit if your management examples are mostly about process improvements or shipping milestones - or if you tend to blame team outcomes on the engineers rather than the environment you built.

Remote-native. You've led full-remote teams before - not just as a workaround during COVID, but as a default. You know how to build trust without shared physical space, how to run async decision-making, and how to keep distributed engineers from feeling isolated. This is unlikely to be a good fit if you haven't managed a fully remote team in a leadership position, or if you feel like remote work is harder than in-person management.

Direct in conflict. When there's tension on the team - between engineers, between engineering and product, between a team member's performance and what's expected - you address it directly and quickly. You don't let it simmer. This is unlikely to be a good fit if you've left roles or situations because of unresolved conflict, or if your conflict resolution examples are mostly about "creating space for dialogue" without resolution.

Data-driven about people and delivery. You can articulate your team's performance in metrics - not just vibes. You track velocity, retention risk, and IC growth, and you use that data to make decisions. This is unlikely to be a good fit if your answers to performance questions are mostly common-sense observations without examples tied to specific numbers or outcomes.

Technically credible. You stay close enough to the code to earn your engineers' respect - code reviews, architectural input, helping debug under pressure. You don't need to be the best engineer in the room, but your team needs to believe you understand what they're doing. This is unlikely to be a good fit if you've fully transitioned to pure management and haven't touched technical work in years.

A delegator, not a bottleneck. Your job is to build a team that makes good decisions without you - not to be the person all decisions flow through. You coach engineers toward answers rather than providing them. When you go hands-on, it's deliberate and time-bounded, not a default. This is unlikely to be a good fit if your instinct when a team struggles is to take over, if you find yourself becoming the access point for all requests, or if your team's output goes down when you're unavailable.

This Role Is NOT

- A pure technical architect role. The team has senior engineers. Your job is to make sure they're effective and growing, not to be the smartest person in every technical conversation.

- A process manager. We have processes. Your job isn't to document them better - it's to lead the people running them and improve outcomes.

- A stepping stone. We're looking for someone committed to people leadership as their primary craft - not someone who's considering moving back to IC or is ambivalent about managing people vs. building systems.

- A reactive firefighter. We want someone who surfaces risk early and manages it proactively - not someone who thrives in chaos and sees every crisis as a badge of honor.

- An AI skeptic in a leadership seat. We expect our engineering leaders to actively drive AI adoption on their teams, not wait to be convinced.

Benefits

- Rate: $120,000-$140,000 USD annually (contractor), depending on experience

- Location: Fully remote - this role is built for remote-first leaders

- Flexibility: Structured work hours with reasonable flexibility for life

LawnStarter provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. We comply with applicable state and local laws governing nondiscrimination in employment.

To apply: https://weworkremotely.com/remote-jobs/lawnstarter-software-engineering-manager-6

Headquarters: Brazil
URL: http://lawnstarter.com

About LawnStarter

LawnStarter is the nation's leading on-demand marketplace for lawn care and related services, with over $100M in annual bookings. We're expanding beyond lawn care to become the one-stop shop for all outdoor home services - pest control, pool cleaning, window cleaning, and more.

About Engineering at LawnStarter

Our engineering team builds the platform that connects hundreds of thousands of homeowners with over 70,000 active service pros. We operate three brands (LawnStarter, Lawn Love, HomeGnome) on shared infrastructure, and we're profitable and growing. Engineering here is fast - we ship constantly, we own our systems end-to-end, and we don't tolerate "not my problem." We have strong processes and existing engineering managers, so you're not building from scratch. You're raising the bar.

The Role

We're growing, and that means adding engineering leadership capacity to support new initiatives. You'll lead cross-functional delivery teams of 4-5 engineers, reporting to our Head of Engineering. Your job is to make sure your team ships reliably, grows professionally, and doesn't become a bottleneck as LawnStarter scales into new service verticals.

This is a people-first role. If your identity as an EM is primarily technical - if you'd rather review architecture than develop an underperformer - this isn't the right fit. If you're the manager who knows what every person on your team needs to grow, who handles conflict directly, and who can articulate team performance in metrics, keep reading.

What makes this role different:

- You'll own both delivery AND people outcomes - neither can be delegated

- Distributed team across time zones, so async leadership and written communication matter as much as meetings

- We move fast and actually ship - you'll feel the difference between a team that's humming and one that's stuck

- AI-forward is not a buzzword here - we expect you to lead your team on how to use it, not just follow along

What You'll Own

- People development: Concrete growth plans for every IC on your team - not just the struggling ones. You know where each person is going and what it takes to get there.

- Delivery: Your team ships on cadence with predictable quality. You surface risk early, manage scope, and don't miss commitments without warning.

- Team health: Conflict gets addressed directly. Underperformers are managed with a clear process. Top performers are protected and developed.

- Cross-functional partnership: You're the interface between your team and Product, Design, and other engineering teams. Decisions get made, not stalled.

- Technical direction: Close enough to the work to weigh in on system design and catch architectural risks. Not so close that you're in the weeds instead of removing blockers.

- AI adoption: You're actively introducing AI tools and workflows into how your team operates - code review, documentation, sprint planning, debugging. You set the pace, not follow it.

Problems to Solve

Building people leadership depth as the team scales

LawnStarter is expanding into new service verticals quickly. That means new headcount, new complexity, and more pressure on EMs to develop the next generation of senior engineers and tech leads - not just ship features. We need an EM who's done this before, not one who's figuring it out.

Managing distributed teams without losing culture or accountability

Our engineering team spans multiple time zones and countries. Async communication, remote 1:1s, and distributed sprint ceremonies are the norm - not a workaround. An EM who needs daily in-person proximity to lead effectively won't thrive here.

Turning delivery consistency into a competitive advantage

We have product-market fit and real momentum. The constraint now is shipping reliably enough to compound on that momentum. Your team's velocity and predictability directly affects LawnStarter's ability to launch new services and capture market share.

Orchestrating cross-functional delivery from roadmap to release

An EM here is the connective tissue between Product, Design, and specialist functions - quality engineering, architecture, and security - from estimation through delivery. The hard part isn't running any one of those conversations well; it's running all of them in parallel without becoming the bottleneck they route through. We need an EM who can hold business value and technical soundness in view at once and make the tradeoff calls - not one who stalls when Product wants speed, Security wants rigor, and Architecture wants the durable answer.

Turning AI adoption into throughput without sacrificing craftsmanship

We're not experimenting with AI on the margins. Claude Code, spec-driven development, and AI-assisted review are becoming default workflows here - and we track adoption seriously. We need an EM who can turn "the team uses AI" into measurable throughput without letting quality slip, with real opinions about where AI helps and where it quietly creates debt.

What Success Looks Like (Year 1)

- Every engineer on your team has a documented growth plan within 60 days - and you can speak to it from memory

- Your team ships its committed scope on cadence within 90 days

- Zero surprise departures - you know your retention risks and are actively working them

- Underperformance is addressed directly and documented, not deferred

- The Head of Engineering trusts your team's commitments because you've proven they're reliable

- Your team is visibly more AI-enabled than when you joined - new tools adopted, old manual tasks automated, engineers unblocked faster

Requirements

Who You Are

Deeply AI-integrated, not just AI-aware. You've gone well past "I use ChatGPT to write emails." Your engineers expect you to bring new AI workflows to the team - you've used Claude to accelerate code review, built prompts that help engineers write sharper tickets, or led your team's adoption of Copilot in the development workflow. When you see a task eating team time, your first instinct is to figure out if AI can handle it. You're actively experimenting, sharing what works, and setting the pace on AI adoption for your team - not following someone else's lead. This is unlikely to be a good fit if your AI usage stops at occasional prompting, if you're still evaluating whether the tools are worth the learning curve, or if you'd describe yourself as "AI-curious" rather than AI-native.

A people developer, not just a delivery manager. You can give concrete examples of career growth plans you've built, hard conversations you've had, and underperformers you've managed through a structured process. You spend your 1:1 time on people, not status updates. This is unlikely to be a good fit if your management examples are mostly about process improvements or shipping milestones - or if you tend to blame team outcomes on the engineers rather than the environment you built.

Remote-native. You've led full-remote teams before - not just as a workaround during COVID, but as a default. You know how to build trust without shared physical space, how to run async decision-making, and how to keep distributed engineers from feeling isolated. This is unlikely to be a good fit if you haven't managed a fully remote team in a leadership position, or if you feel like remote work is harder than in-person management.

Direct in conflict. When there's tension on the team - between engineers, between engineering and product, between a team member's performance and what's expected - you address it directly and quickly. You don't let it simmer. This is unlikely to be a good fit if you've left roles or situations because of unresolved conflict, or if your conflict resolution examples are mostly about "creating space for dialogue" without resolution.

Data-driven about people and delivery. You can articulate your team's performance in metrics - not just vibes. You track velocity, retention risk, and IC growth, and you use that data to make decisions. This is unlikely to be a good fit if your answers to performance questions are mostly common-sense observations without examples tied to specific numbers or outcomes.

Technically credible. You stay close enough to the code to earn your engineers' respect - code reviews, architectural input, helping debug under pressure. You don't need to be the best engineer in the room, but your team needs to believe you understand what they're doing. This is unlikely to be a good fit if you've fully transitioned to pure management and haven't touched technical work in years.

A delegator, not a bottleneck. Your job is to build a team that makes good decisions without you - not to be the person all decisions flow through. You coach engineers toward answers rather than providing them. When you go hands-on, it's deliberate and time-bounded, not a default. This is unlikely to be a good fit if your instinct when a team struggles is to take over, if you find yourself becoming the access point for all requests, or if your team's output goes down when you're unavailable.

This Role Is NOT

- A pure technical architect role. The team has senior engineers. Your job is to make sure they're effective and growing, not to be the smartest person in every technical conversation.

- A process manager. We have processes. Your job isn't to document them better - it's to lead the people running them and improve outcomes.

- A stepping stone. We're looking for someone committed to people leadership as their primary craft - not someone who's considering moving back to IC or is ambivalent about managing people vs. building systems.

- A reactive firefighter. We want someone who surfaces risk early and manages it proactively - not someone who thrives in chaos and sees every crisis as a badge of honor.

- An AI skeptic in a leadership seat. We expect our engineering leaders to actively drive AI adoption on their teams, not wait to be convinced.

Benefits

- Rate: $120,000-$140,000 USD annually (contractor), depending on experience

- Location: Fully remote - this role is built for remote-first leaders

- Flexibility: Structured work hours with reasonable flexibility for life

LawnStarter provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. We comply with applicable state and local laws governing nondiscrimination in employment.

To apply: https://weworkremotely.com/remote-jobs/lawnstarter-software-engineering-manager-3

Headquarters: Rio de Janeiro, Brazil
URL: http://lawnstarter.com

About LawnStarter

LawnStarter is the nation's leading on-demand marketplace for lawn care and related services, with over $100M in annual bookings. We're expanding beyond lawn care to become the one-stop shop for all outdoor home services - pest control, pool cleaning, window cleaning, and more.

About Engineering at LawnStarter

Our engineering team builds the platform that connects hundreds of thousands of homeowners with over 70,000 active service pros. We operate three brands (LawnStarter, Lawn Love, HomeGnome) on shared infrastructure, and we're profitable and growing. Engineering here is fast - we ship constantly, we own our systems end-to-end, and we don't tolerate "not my problem." We have strong processes and existing engineering managers, so you're not building from scratch. You're raising the bar.

The Role

We're growing, and that means adding engineering leadership capacity to support new initiatives. You'll lead cross-functional delivery teams of 4-5 engineers, reporting to our Head of Engineering. Your job is to make sure your team ships reliably, grows professionally, and doesn't become a bottleneck as LawnStarter scales into new service verticals.

This is a people-first role. If your identity as an EM is primarily technical - if you'd rather review architecture than develop an underperformer - this isn't the right fit. If you're the manager who knows what every person on your team needs to grow, who handles conflict directly, and who can articulate team performance in metrics, keep reading.

What makes this role different:

- You'll own both delivery AND people outcomes - neither can be delegated

- Distributed team across time zones, so async leadership and written communication matter as much as meetings

- We move fast and actually ship - you'll feel the difference between a team that's humming and one that's stuck

- AI-forward is not a buzzword here - we expect you to lead your team on how to use it, not just follow along

What You'll Own

- People development: Concrete growth plans for every IC on your team - not just the struggling ones. You know where each person is going and what it takes to get there.

- Delivery: Your team ships on cadence with predictable quality. You surface risk early, manage scope, and don't miss commitments without warning.

- Team health: Conflict gets addressed directly. Underperformers are managed with a clear process. Top performers are protected and developed.

- Cross-functional partnership: You're the interface between your team and Product, Design, and other engineering teams. Decisions get made, not stalled.

- Technical direction: Close enough to the work to weigh in on system design and catch architectural risks. Not so close that you're in the weeds instead of removing blockers.

- AI adoption: You're actively introducing AI tools and workflows into how your team operates - code review, documentation, sprint planning, debugging. You set the pace, not follow it.

Problems to Solve

Building people leadership depth as the team scales

LawnStarter is expanding into new service verticals quickly. That means new headcount, new complexity, and more pressure on EMs to develop the next generation of senior engineers and tech leads - not just ship features. We need an EM who's done this before, not one who's figuring it out.

Managing distributed teams without losing culture or accountability

Our engineering team spans multiple time zones and countries. Async communication, remote 1:1s, and distributed sprint ceremonies are the norm - not a workaround. An EM who needs daily in-person proximity to lead effectively won't thrive here.

Turning delivery consistency into a competitive advantage

We have product-market fit and real momentum. The constraint now is shipping reliably enough to compound on that momentum. Your team's velocity and predictability directly affects LawnStarter's ability to launch new services and capture market share.

Orchestrating cross-functional delivery from roadmap to release

An EM here is the connective tissue between Product, Design, and specialist functions - quality engineering, architecture, and security - from estimation through delivery. The hard part isn't running any one of those conversations well; it's running all of them in parallel without becoming the bottleneck they route through. We need an EM who can hold business value and technical soundness in view at once and make the tradeoff calls - not one who stalls when Product wants speed, Security wants rigor, and Architecture wants the durable answer.

Turning AI adoption into throughput without sacrificing craftsmanship

We're not experimenting with AI on the margins. Claude Code, spec-driven development, and AI-assisted review are becoming default workflows here - and we track adoption seriously. We need an EM who can turn "the team uses AI" into measurable throughput without letting quality slip, with real opinions about where AI helps and where it quietly creates debt.

What Success Looks Like (Year 1)

- Every engineer on your team has a documented growth plan within 60 days - and you can speak to it from memory

- Your team ships its committed scope on cadence within 90 days

- Zero surprise departures - you know your retention risks and are actively working them

- Underperformance is addressed directly and documented, not deferred

- The Head of Engineering trusts your team's commitments because you've proven they're reliable

- Your team is visibly more AI-enabled than when you joined - new tools adopted, old manual tasks automated, engineers unblocked faster

Requirements

Who You Are

Deeply AI-integrated, not just AI-aware. You've gone well past "I use ChatGPT to write emails." Your engineers expect you to bring new AI workflows to the team - you've used Claude to accelerate code review, built prompts that help engineers write sharper tickets, or led your team's adoption of Copilot in the development workflow. When you see a task eating team time, your first instinct is to figure out if AI can handle it. You're actively experimenting, sharing what works, and setting the pace on AI adoption for your team - not following someone else's lead. This is unlikely to be a good fit if your AI usage stops at occasional prompting, if you're still evaluating whether the tools are worth the learning curve, or if you'd describe yourself as "AI-curious" rather than AI-native.

A people developer, not just a delivery manager. You can give concrete examples of career growth plans you've built, hard conversations you've had, and underperformers you've managed through a structured process. You spend your 1:1 time on people, not status updates. This is unlikely to be a good fit if your management examples are mostly about process improvements or shipping milestones - or if you tend to blame team outcomes on the engineers rather than the environment you built.

Remote-native. You've led full-remote teams before - not just as a workaround during COVID, but as a default. You know how to build trust without shared physical space, how to run async decision-making, and how to keep distributed engineers from feeling isolated. This is unlikely to be a good fit if you haven't managed a fully remote team in a leadership position, or if you feel like remote work is harder than in-person management.

Direct in conflict. When there's tension on the team - between engineers, between engineering and product, between a team member's performance and what's expected - you address it directly and quickly. You don't let it simmer. This is unlikely to be a good fit if you've left roles or situations because of unresolved conflict, or if your conflict resolution examples are mostly about "creating space for dialogue" without resolution.

Data-driven about people and delivery. You can articulate your team's performance in metrics - not just vibes. You track velocity, retention risk, and IC growth, and you use that data to make decisions. This is unlikely to be a good fit if your answers to performance questions are mostly common-sense observations without examples tied to specific numbers or outcomes.

Technically credible. You stay close enough to the code to earn your engineers' respect - code reviews, architectural input, helping debug under pressure. You don't need to be the best engineer in the room, but your team needs to believe you understand what they're doing. This is unlikely to be a good fit if you've fully transitioned to pure management and haven't touched technical work in years.

A delegator, not a bottleneck. Your job is to build a team that makes good decisions without you - not to be the person all decisions flow through. You coach engineers toward answers rather than providing them. When you go hands-on, it's deliberate and time-bounded, not a default. This is unlikely to be a good fit if your instinct when a team struggles is to take over, if you find yourself becoming the access point for all requests, or if your team's output goes down when you're unavailable.

This Role Is NOT

- A pure technical architect role. The team has senior engineers. Your job is to make sure they're effective and growing, not to be the smartest person in every technical conversation.

- A process manager. We have processes. Your job isn't to document them better - it's to lead the people running them and improve outcomes.

- A stepping stone. We're looking for someone committed to people leadership as their primary craft - not someone who's considering moving back to IC or is ambivalent about managing people vs. building systems.

- A reactive firefighter. We want someone who surfaces risk early and manages it proactively - not someone who thrives in chaos and sees every crisis as a badge of honor.

- An AI skeptic in a leadership seat. We expect our engineering leaders to actively drive AI adoption on their teams, not wait to be convinced.

Benefits

- Rate: $120,000-$140,000 USD annually (contractor), depending on experience

- Location: Fully remote - this role is built for remote-first leaders

- Flexibility: Structured work hours with reasonable flexibility for life

LawnStarter provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. We comply with applicable state and local laws governing nondiscrimination in employment.

To apply: https://weworkremotely.com/remote-jobs/lawnstarter-software-engineering-manager-4

At Vanta, our mission is to help businesses earn and prove trust.We believe that security should be monitored and verified continuously, and we empower companies to practice better security and prove it with ease. Vanta has a kind and talented team, and while some have prior security experience, many have been successful at Vanta without it.

Vanta’s App Primitives team owns the shared building blocks that span data structures to UI: comments, notifications, event logs, feature flags, and task management. We own the general infrastructure; product teams own the logic built on top. Getting this layer right unlocks velocity for every team at Vanta.

As the Engineering Manager, App Primitives at Vanta, you’ll lead the team building the shared product primitives that every Vanta product team depends on, owning the infrastructure layer that makes collaboration, communication, and core workflows possible across the entire platform.

Our Engineering Managers develop and grow high-performing teams that deliver significant value to our customers and enable our business to scale. This role sits at the intersection of technical architecture and team development, with real authority to set direction and grow a world-class platform team.

Visit our Vanta Engineering Blog to learn more about what our team is working on!

What you’ll do as an Engineering Manager at Vanta:

• Lead and grow the App Primitives team, owning hiring, team health, delivery, and the development of senior engineers and technical leads

• Own the strategy and roadmap for Vanta’s shared product primitives: comments infrastructure, notifications platform, event log, feature flag system (Statsig), and task management

• Define and steward the interface model between App Primitives systems and product teams, ensuring product teams can build on top of shared infrastructure quickly and safely, without owning the underlying systems themselves

• Partner closely with product engineering leaders across Vanta to surface developer needs, identify friction in shared systems, and prioritize investments that unlock velocity at scale

• Set technical direction for a full-stack team working across data models, backend services, and UI primitives, and earn the trust of senior engineers through strong technical judgment

• Manage cross-team dependencies and stakeholder expectations across concurrent workstreams, operating with a high degree of autonomy

How to be successful in this role:

• 5+ years of engineering experience with 2+ years managing engineering teams, including a track record of developing senior engineers and technical leads

• Experience leading platform, shared services, or product infrastructure teams — where your team’s output is what other teams build on

• Technical fluency across the full stack, with enough depth in backend systems, shared data models, and API design to engage substantively with your team’s technical decisions

• Strong cross-functional collaborator: able to partner with product, design, and engineering leaders to define clear ownership boundaries and drive alignment across teams

• Track record of hiring senior engineers in a competitive market and building a team culture people want to be part of

• Experience managing multi-team dependencies and delivering across concurrent workstreams with limited oversight

• Uses AI in day-to-day work to amplify their skills and strengthen their outcomes, applying it across routine workflows, actively building fluency through experimentation, and exercising sound judgment to ensure AI-assisted work meets a high quality bar.

What you can expect as a Vanta’n:

• Industry-competitive salary and equity

• Comprehensive medical, dental, and vision coverage, with 100% of employee-only benefit premiums covered for most medical plans

• 16 weeks paid Parental Leave for all new parents

• Health & wellness stipend

• Remote workspace, internet, and cellphone stipend

• Commuter benefits for team members who report to the SF and NYC office

• Family planning benefits

• Matching 401(k) contribution with immediate vesting

• Flexible PTO policy, plus 80 hours of Sick Time

• 11 company-paid holidays

• Virtual team building activities, lunch and learns, and other company-wide events!

• Offices in SF, NYC, London, Dublin, Tel Aviv, and Sydney

To provide greater transparency to candidates, we share base pay ranges for all US-based job postings regardless of state. We set standard base pay ranges for all roles based on function, level, and country location, benchmarked against similar-stage growth companies. Final offer amounts are determined by multiple factors and may vary based on candidate location, skills, depth of work experience, and relevant licenses/credentials.

#LI-remote

At Vanta, we are committed to hiring diverse talent of different backgrounds and as such, it is important to us to provide an inclusive work environment for all. We do not discriminate on the basis of race, gender identity, age, religion, sexual orientation, veteran or disability status, or any other protected class. As an equal opportunity employer, we encourage and welcome people of all backgrounds to apply.

About Vanta

We started in 2018, in the wake of several high-profile data breaches. Online security was only becoming more important, but we knew firsthand how hard it could be for fast-growing companies to invest the time and manpower it takes to build a solid security foundation. Vanta was inspired by a vision to restore trust in internet businesses by enabling companies to improve and prove their security. From our early days automating security monitoring for compliance standards like SOC 2, HIPAA and ISO 27001 to creating the world’s leading Trust Management Platform, our vision remains unchanged.

Now more than ever, making security continuous—not just a point-in-time check— is essential. Thousands of companies rely on Vanta to build, maintain and demonstrate their trust— all in a way that’s real-time and transparent.

Referral Instructions

If you are being referred for the role, please contact that person to apply on your behalf.

POS-26231

Lead Enablement Partner, Partner Experience

About the Role

We’re looking for a Lead Enablement Partner to join the Partner Experience team. This is a senior individual contributor role with real ownership, and you’ll define the enablement strategy that sits at the intersection of HubSpot’s partner program and our direct sales and customer success organizations, ensuring both orgs can work with partners effectively at every stage of the customer lifecycle.

This role requires you to build, not just execute. You’ll identify where the program is losing traction in the field, design the systems and content that close those gaps, and advocate for structural changes when the root cause is upstream. You’ll work closely with the Partner Experience program team and lead cross-functional efforts with Global Enablement, Sales, Customer Success, and Academy — setting the agenda for how partner program knowledge reaches the people who need it.

What You’ll Do

Enablement Strategy & Ownership Define and own the enablement strategy for HubSpot’s partner program across the sales rep and CSM populations. This means setting priorities, building scalable systems, and ensuring that as the program evolves, enablement keeps pace — proactively, not reactively.

Voice of the Field — with a Point of View Serve as the primary channel between the field and the Partner Experience program team. You won’t just surface friction — you’ll diagnose it, prioritize it, and bring recommendations. When reps and CSMs are struggling to work with partners effectively, you’ll be the person who connects the dots between field behavior and program design.

Cross-Functional Leadership Lead cross-functional workstreams with Global Enablement, Sales, CS, and Academy. You’ll set the direction for how partner enablement integrates into broader rep and CSM onboarding, certification programs, and ongoing learning, and you’ll hold the partnerships needed to make that happen.

Program Evolution & Readiness Partner closely with the PX program team to get ahead of changes — accreditation updates, new compliance requirements, co-sell framework shifts — and build the enablement infrastructure that ensures the field is ready before rollout, not after.

Co-Sell & Co-Service Excellence Own the enablement framework for co-selling and co-servicing motions. Go beyond individual resources to build a repeatable model for how reps and CSMs navigate partner-involved engagements, escalations, and shared accountability at scale.

Content & Asset Architecture Build and govern a high-quality suite of enablement resources — playbooks, guides, onboarding tracks, quick-reference materials — with a clear ownership model, version discipline, and feedback loop to keep them current. You’ll also set standards for how partner enablement content is structured and maintained across teams.

What We’re Looking For

• 5+ years in enablement, program management, or a strategic sales/CS support role — with meaningful exposure to partner or channel programs
• Demonstrated ability to move from problem identification to solution design to execution, independently and at scale
• Strong strategic communication skills — you can write clearly, present confidently, and influence stakeholders across levels
• Track record of leading cross-functional work and driving alignment without formal authority
• Systems thinker who can zoom out to see structural gaps and zoom in to build the thing that fixes them
• Experience in a channel, reseller, or solutions partner environment strongly preferred

Who Thrives in This Role

This role suits a senior enablement professional who is ready to own a domain. You’ll thrive if you find the intersection of program complexity and field reality genuinely interesting — and if you get energy from building something that scales. You’re comfortable making calls with incomplete information, pushing back when program design is creating field friction, and holding a high bar for what “good” looks like. You bring a point of view and you know how to bring others along with it.

Pay & Benefits

The cash compensation below includes base salary, on-target commission for employees in eligible roles, and annual bonus targets under HubSpot’s bonus plan for eligible roles. In addition to cash compensation, some roles are eligible to participate in HubSpot’s equity plan to receive restricted stock units (RSUs). Some roles may also be eligible for overtime pay. Individual compensation packages are tailored to your skills, experience, qualifications, and other job-related reasons.

This resource will help guide how we recommend thinking about the range you see. Learn more about HubSpot’s compensation philosophy.

Benefits are also an important piece of your total compensation package. Explore the benefits and perks HubSpot offers to help employees grow better.

At HubSpot, fair compensation practices aren’t just about checking off the box for legal compliance. It’s about living out our value of transparency with our employees, candidates, and community.

Annual Cash Compensation Range:

$117,100—$169,800 USD

At HubSpot, we value both flexibility and connection. Whether you’re a Remote employee or work from the Office, we want you to start your journey here by building strong connections with your team and peers. If you are joining our Engineering team, you will be required to attend a regional HubSpot office for in-person onboarding. If you join our broader Product team, you’ll also attend other in-person events, such as your Product Group Summit and other gatherings, to continue building on those connections.

If you require an accommodation due to travel limitations or other reasons, please inform your recruiter during the hiring process. We are committed to supporting candidates who may need alternative arrangements

About HubSpot

HubSpot (NYSE: HUBS) is an AI-powered customer platform with all the software, integrations, and resources customers need to connect marketing, sales, and service. HubSpot’s connected platform enables businesses to grow faster by focusing on what matters most: customers.

At HubSpot, bold is our baseline. Our employees around the globe move fast, stay customer-obsessed, and win together. Our culture is grounded in four commitments: Solve for the Customer, Be Bold, Learn Fast, Align, Adapt & Go!, and Deliver with HEART. These commitments shape how we work, lead, and grow.

We’re building a company where people can do their best work. We focus on brilliant work, not badge swipes. By combining clarity, ownership, and trust, we create space for big thinking and meaningful progress. And we know that when our employees grow, our customers do too.

Recognized globally for our award-winning culture by Comparably, Glassdoor, Fortune, and more, HubSpot is headquartered in Cambridge, MA, with employees and offices around the world.

Explore more:

• HubSpot Careers
• Life at HubSpot on Instagram

If you need accommodations or assistance due to a disability, please reach out to us using this form.

Massachusetts Applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Germany Applicants: (m/f/d) - link to HubSpot’s Career Diversity page here.

India Applicants: link to HubSpot India’s equal opportunity policy here.

HubSpot may use AI to help screen or assess candidates, but all hiring decisions are always human. More information can be found here. By submitting your application, you agree that HubSpot may collect your personal data for recruiting, global organization planning, and related purposes. We may use CLEAR ID Verification during the hiring process to confirm your identity and help maintain a safe, secure, and trusted experience for all candidates. Refer to HubSpot’s Recruiting Privacy Notice for details on data processing and your rights.

At Vanta, our mission is to help businesses earn and prove trust.We believe that security should be monitored and verified continuously, and we empower companies to practice better security and prove it with ease. Vanta has a kind and talented team, and while some have prior security experience, many have been successful at Vanta without it.

Vanta’s App Primitives team owns the shared building blocks that span data structures to UI: comments, notifications, event logs, feature flags, and task management. We own the general infrastructure; product teams own the logic built on top. Getting this layer right unlocks velocity for every team at Vanta.

As the Engineering Manager, App Primitives at Vanta, you’ll lead the team building the shared product primitives that every Vanta product team depends on, owning the infrastructure layer that makes collaboration, communication, and core workflows possible across the entire platform.

Our Engineering Managers develop and grow high-performing teams that deliver significant value to our customers and enable our business to scale. This role sits at the intersection of technical architecture and team development, with real authority to set direction and grow a world-class platform team.

Visit our Vanta Engineering Blog to learn more about what our team is working on!

What you’ll do as an Engineering Manager at Vanta:

• Lead and grow the App Primitives team, owning hiring, team health, delivery, and the development of senior engineers and technical leads

• Own the strategy and roadmap for Vanta’s shared product primitives: comments infrastructure, notifications platform, event log, feature flag system (Statsig), and task management

• Define and steward the interface model between App Primitives systems and product teams, ensuring product teams can build on top of shared infrastructure quickly and safely, without owning the underlying systems themselves

• Partner closely with product engineering leaders across Vanta to surface developer needs, identify friction in shared systems, and prioritize investments that unlock velocity at scale

• Set technical direction for a full-stack team working across data models, backend services, and UI primitives, and earn the trust of senior engineers through strong technical judgment

• Manage cross-team dependencies and stakeholder expectations across concurrent workstreams, operating with a high degree of autonomy

How to be successful in this role:

• 5+ years of engineering experience with 2+ years managing engineering teams, including a track record of developing senior engineers and technical leads

• Experience leading platform, shared services, or product infrastructure teams — where your team’s output is what other teams build on

• Technical fluency across the full stack, with enough depth in backend systems, shared data models, and API design to engage substantively with your team’s technical decisions

• Strong cross-functional collaborator: able to partner with product, design, and engineering leaders to define clear ownership boundaries and drive alignment across teams

• Track record of hiring senior engineers in a competitive market and building a team culture people want to be part of

• Experience managing multi-team dependencies and delivering across concurrent workstreams with limited oversight

• Uses AI in day-to-day work to amplify their skills and strengthen their outcomes, applying it across routine workflows, actively building fluency through experimentation, and exercising sound judgment to ensure AI-assisted work meets a high quality bar.

What you can expect as a Vanta’n in Canada:

• Industry-competitive salary and equity

• 100% covered medical, dental, and vision benefits with dependents coverage

• Pension contribution

• 16 weeks fully paid Parental Leave for all new parents

• Health & wellness stipend

• Remote workspace, internet, and cellphone stipend

• Flexible work hours and location

• 21 days of Vacation Time and 80 hours of Sick Leave

• 11 company-paid holidays

• Virtual team building activities, lunch and learns, and other company-wide events!

• Offices in SF, NYC, London, Dublin, Tel Aviv, and Sydney

#LI-remote

At Vanta, we are committed to hiring diverse talent of different backgrounds and as such, it is important to us to provide an inclusive work environment for all. We do not discriminate on the basis of race, gender identity, age, religion, sexual orientation, veteran or disability status, or any other protected class. As an equal opportunity employer, we encourage and welcome people of all backgrounds to apply.

About Vanta

We started in 2018, in the wake of several high-profile data breaches. Online security was only becoming more important, but we knew firsthand how hard it could be for fast-growing companies to invest the time and manpower it takes to build a solid security foundation. Vanta was inspired by a vision to restore trust in internet businesses by enabling companies to improve and prove their security. From our early days automating security monitoring for compliance standards like SOC 2, HIPAA and ISO 27001 to creating the world’s leading Trust Management Platform, our vision remains unchanged.

Now more than ever, making security continuous—not just a point-in-time check— is essential. Thousands of companies rely on Vanta to build, maintain and demonstrate their trust— all in a way that’s real-time and transparent.

Referral Instructions

If you are being referred for the role, please contact that person to apply on your behalf.

At Vanta, our mission is to help businesses earn and prove trust.We believe that security should be monitored and verified continuously, and we empower companies to practice better security and prove it with ease. Vanta has a kind and talented team, and while some have prior security experience, many have been successful at Vanta without it.

Vanta’s App Primitives team owns the shared building blocks that span data structures to UI: comments, notifications, event logs, feature flags, and task management. We own the general infrastructure; product teams own the logic built on top. Getting this layer right unlocks velocity for every team at Vanta.

As the Engineering Manager, App Primitives at Vanta, you’ll lead the team building the shared product primitives that every Vanta product team depends on, owning the infrastructure layer that makes collaboration, communication, and core workflows possible across the entire platform.

Our Engineering Managers develop and grow high-performing teams that deliver significant value to our customers and enable our business to scale. This role sits at the intersection of technical architecture and team development, with real authority to set direction and grow a world-class platform team.

Visit our Vanta Engineering Blog to learn more about what our team is working on!

What you’ll do as an Engineering Manager at Vanta:

• Lead and grow the App Primitives team, owning hiring, team health, delivery, and the development of senior engineers and technical leads

• Own the strategy and roadmap for Vanta’s shared product primitives: comments infrastructure, notifications platform, event log, feature flag system (Statsig), and task management

• Define and steward the interface model between App Primitives systems and product teams, ensuring product teams can build on top of shared infrastructure quickly and safely, without owning the underlying systems themselves

• Partner closely with product engineering leaders across Vanta to surface developer needs, identify friction in shared systems, and prioritize investments that unlock velocity at scale

• Set technical direction for a full-stack team working across data models, backend services, and UI primitives, and earn the trust of senior engineers through strong technical judgment

• Manage cross-team dependencies and stakeholder expectations across concurrent workstreams, operating with a high degree of autonomy

How to be successful in this role:

• 5+ years of engineering experience with 2+ years managing engineering teams, including a track record of developing senior engineers and technical leads

• Experience leading platform, shared services, or product infrastructure teams — where your team’s output is what other teams build on

• Technical fluency across the full stack, with enough depth in backend systems, shared data models, and API design to engage substantively with your team’s technical decisions

• Strong cross-functional collaborator: able to partner with product, design, and engineering leaders to define clear ownership boundaries and drive alignment across teams

• Track record of hiring senior engineers in a competitive market and building a team culture people want to be part of

• Experience managing multi-team dependencies and delivering across concurrent workstreams with limited oversight

• Uses AI in day-to-day work to amplify their skills and strengthen their outcomes, applying it across routine workflows, actively building fluency through experimentation, and exercising sound judgment to ensure AI-assisted work meets a high quality bar.

What you can expect as a Vanta’n:

• Industry-competitive salary and equity

• Comprehensive medical, dental, and vision coverage, with 100% of employee-only benefit premiums covered for most medical plans

• 16 weeks paid Parental Leave for all new parents

• Health & wellness stipend

• Remote workspace, internet, and cellphone stipend

• Commuter benefits for team members who report to the SF and NYC office

• Family planning benefits

• Matching 401(k) contribution with immediate vesting

• Flexible PTO policy, plus 80 hours of Sick Time

• 11 company-paid holidays

• Virtual team building activities, lunch and learns, and other company-wide events!

• Offices in SF, NYC, London, Dublin, Tel Aviv, and Sydney

To provide greater transparency to candidates, we share base pay ranges for all US-based job postings regardless of state. We set standard base pay ranges for all roles based on function, level, and country location, benchmarked against similar-stage growth companies. Final offer amounts are determined by multiple factors and may vary based on candidate location, skills, depth of work experience, and relevant licenses/credentials.

#LI-remote

At Vanta, we are committed to hiring diverse talent of different backgrounds and as such, it is important to us to provide an inclusive work environment for all. We do not discriminate on the basis of race, gender identity, age, religion, sexual orientation, veteran or disability status, or any other protected class. As an equal opportunity employer, we encourage and welcome people of all backgrounds to apply.

About Vanta

We started in 2018, in the wake of several high-profile data breaches. Online security was only becoming more important, but we knew firsthand how hard it could be for fast-growing companies to invest the time and manpower it takes to build a solid security foundation. Vanta was inspired by a vision to restore trust in internet businesses by enabling companies to improve and prove their security. From our early days automating security monitoring for compliance standards like SOC 2, HIPAA and ISO 27001 to creating the world’s leading Trust Management Platform, our vision remains unchanged.

Now more than ever, making security continuous—not just a point-in-time check— is essential. Thousands of companies rely on Vanta to build, maintain and demonstrate their trust— all in a way that’s real-time and transparent.

Referral Instructions

If you are being referred for the role, please contact that person to apply on your behalf.

Redefine the future of customer experiences. One conversation at a time. At Nextiva, we’re reimagining how businesses connect, bringing together customer experience and team collaboration on a single, conversation centric...

Headquarters: -REMOTE, USA-

For over 20 years, Smartsheet has empowered teams to manage work seamlessly and scale solutions smarter. Now, in our most ambitious chapter yet, we are uniting human teams with AI agents. By orchestrating the work agents do best, automating manual tasks and uncovering insights at scale, we create the space for people to focus on what truly matters: judgment, creativity, and big thinking. That is magic at work, and it’s what we show up for every day.

Smartsheet is seeking a dynamic, operationally focused leader to join our team to lead the Office of the Chief Product  and Technology Officer (CPTO). As the right-hand to the CPTO, you will play a key role in running the 650-person team’s operations, driving key initiatives to support our transformation strategy, and forging relationships across Smartsheet to ensure seamless execution and operations. 

Reporting to the CPTO, this is a high-visibility, high-accountability, and high-velocity role. The successful candidate will use their emotional intelligence and business acumen to inform strategic priorities and collaborate across the organization to accomplish our big, audacious goals. Smartsheet is at a pivotal moment in our history as we transition our value proposition, our GTM operations, and our entire product lineup into the agentic era to solidify our position as the leader in Enterprise.  

This is a remote eligible position and you may work remotely from anywhere in the US where Smartsheet is a registered employer.

You Will:

Annual Planning and Transformation Operations:

• Partner with the CPTO to build the org-wide 3-year strategic plan, focused on product adoption, revenue retention & growth, and customer value delivery aligned to the GTM strategy. 
• Provide lift to Executives where needed on strategic initiatives.
• Serve as business leader in the annual strategic and financial planning process, connecting the various streams of work occurring across all product functions and partnering with Finance and GTM organizations.
• Identify and manage critical planning decisions, cross-functional dependencies, and any gaps that arise through the planning process. 
• Partner with Revenue Operations on OKR and initiative tracking and progress through the year to support accountability across the business. 
• Facilitate alignment and collaboration amongst the Executive Leadership Teams.

Leadership Team Operations: 

• Serve as a trusted thought partner and force multiplier to the leadership team, ensuring their time, attention, and decision-making are focused on the highest-leverage priorities.
• Own the leadership operating rhythm — staff meetings, leadership offsites, QBRs, and board or executive committee touchpoints — ensuring each is well-structured, purposeful, and followed up on. Establish and manage a leadership operating system, including an operational cadence for the CPTO and the leadership team, overseeing operational rituals/routines such as team meetings, offsites, monthly and quarterly reviews. 
• Help prepare for  board presentations, investor briefings, and executive leadership forums, including developing the narrative, structuring the materials, and synthesizing supporting data.
• Research, understand, and respond to the needs of global product and tech leaders related to coordination, communication, and reporting to create a cohesive organization (without constraining functional velocity). 
• Work with key Finance and Revenue Operations partners to track budget and headcount planning.

Communications and Culture: 

• Build and maintain team-wide communications rituals and content, i.e., team intranet, monthly newsletter, town-halls, and more, to foster visibility, alignment, and connection. 
• Develop and publish regular cadence of intra-R&D and company-wide blogs and presentations to drive shared understanding of R&D strategy. 
• Monitor organizational health signals — team sentiment, retention risk, cross-functional friction — and surface them proactively with recommended actions.
• Craft critical communications/presentations for the CPTO’s team cascades, speaking engagements, team intranet, and organization-wide communications for internal and external branding, engagement and alignment. 

Strategic Cross Functional Initiatives:

• Opportunistically run point on cross-functional projects. 
• Run governance on change management planning for transformation initiatives, including establishing a standardized approach to change management across teams. 
• Work in partnership with functional and technical program management teams to execute project/initiative plans. 

You Have:

• Minimum 10+ years experience in strategy, operations or program management in a SaaS business. 
• Management consulting or equivalent experience is required. MBA preferred.
• Successful track record in building, scaling, mobilizing, and refining strategy and associated programs/initiatives for complex businesses, ideally in a go-to-market function.
• Excellent communication and stakeholder management skills, capable of building relationships at every organizational level.
• Experienced with organizational design, organizational behavior, leadership development and/or team development.
• Meticulous attention to detail and the capacity to juggle multiple projects simultaneously. 
• Proficient in data analysis and adept at using metrics to guide decision-making and continuous improvement. 
• Travel average 25% time, up to 50% time on occasion. Primarily domestic, some international.

Current US Perks & Benefits:

• Employer subsidized medical/vision and dental coverage for full-time employees
• 401k Match to help you save for your future (50% of your contribution up to the first 6% of your eligible pay)
• Monthly stipend to support your work and productivity
• Flexible Time Away Program, plus Sick Time Off
• US employees are automatically covered under Smartsheet-sponsored life insurance, short-term, and long-term disability plans
• US employees receive 12 paid holidays per year
• Up to 24 weeks of Parental Leave
• Personal paid Volunteer Day to support our community
• Opportunities for professional growth and development including access to Udemy online courses
• Company Funded Perks, including a counseling membership, local retail discounts, and your own personal Smartsheet account
• Teleworking options from any registered location in the U.S. (role specific)

Smartsheet provides a competitive base salary range for roles that may be hired in different geographic areas we are licensed to operate our business from. Actual compensation is determined by several factors including, but not limited to, level of professional, educational experience, skills, and specific candidate location. In addition, this role will be eligible for a market competitive incentive opportunity.

US Base Salary Pay Range$223,750—$261,250 USD

 

Get to Know Us:

At Smartsheet, your ideas are heard, your potential is supported, and your contributions have real impact. You’ll have the freedom to explore, push boundaries, and grow beyond your role. We welcome diverse perspectives and nontraditional paths—because we know that impact comes from individuals who care deeply and challenge thoughtfully. When you’re doing work that stretches you, excites you, and connects you to something bigger, that’s magic at work. Let’s build what’s next, together.

Equal Opportunity Employer:

Smartsheet is an Equal Opportunity (EEO) employer committed to fostering an inclusive environment with the best employees. It is our policy to provide equal employment opportunities to all qualified applicants in accordance with applicable laws in the US, UK, Australia, Germany, Costa Rica, Japan, Bulgaria, India, and Singapore. All qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran or disabled status, or genetic information. 

If there are preparations we can make to help ensure you have a comfortable and positive interview experience, please let us know.

 

#LI-Remote

To apply: https://weworkremotely.com/remote-jobs/smartsheet-director-of-business-planning-strategic-initiatives-office-of-the-cpto-remote-eligible

Canonical is a leading provider of open source software and operating systems to the global enterprise and technology markets. Our platform, Ubuntu, is very widely used in breakthrough enterprise initiatives...

Canonical is a leading provider of open-source software and operating systems for global enterprise and technology markets. Our platform, Ubuntu, is very widely used in breakthrough enterprise initiatives such as...

Canonical is a leading provider of open-source software and operating systems for global enterprise and technology markets. Our platform, Ubuntu, is very widely used in breakthrough enterprise initiatives such as...

Canonical is a leading provider of open-source software and operating systems for global enterprise and technology markets. Our platform, Ubuntu, is very widely used in breakthrough enterprise initiatives such as...

A little about us…Fleetio is a modern software platform that helps thousands of organizations worldwide manage their fleet operations. Transportation technology is a hot market, and we’re leading the charge...

The Chan Zuckerberg Initiative was founded in 2015 by Priscilla Chan and Mark Zuckerberg to harness the power of technology to pursue some of society’s most ambitious goals — from curing or preventing all disease to transforming how students learn.

At CZI, you’ll join a deeply collaborative, mission-driven community where your work helps drive breakthroughs across our flagship nonprofit organizations, Biohub and Learning Commons. Whether enabling scientific breakthroughs via open science and AI-powered biology or strengthening the tools teachers and students rely on every day, your contributions help turn bold ideas into real-world impact.

Our teams operate at the intersection of innovation and scale, building the infrastructure, partnerships, and capabilities that allow scientists, educators, and innovators to tackle some of the most complex challenges of our time — and to do so with urgency, integrity, and optimism.

The Team

The Operations team is a key partner in enabling Biohub’s pioneering work to combine frontier AI with frontier biology to solve disease and Learning Commons’ mission to build AI infrastructure that aligns how students learn with the tools that shape their learning experiences.

Operations includes our Central Tech, Finance, Marketing & Communications, People, and Real Estate / Workplace / Events / Facilities / Security (REWFS) teams. Together, these teams create the systems, programs, and experiences that empower our partners and colleagues across Biohub and Learning Commons to drive impact.

This work requires strategic and operational rigor, creativity, and deep collaboration. Whether designing world-class employee experiences, safeguarding data and infrastructure, or shaping how we communicate our impact, Operations plays a critical role in helping deliver meaningful change at scale.

The Opportunity

We’re seeking a Principal IT Technical Program Manager to lead large-scale, strategic IT infrastructure programs that enable organizational growth, security, and operational excellence. This role will drive complex, multi-year initiatives spanning cloud infrastructure, networking, identity and access management, endpoint services, and workplace technologies. Through these efforts, you will help deliver reliable, secure, and scalable technology capabilities that support the organization’s mission, empowering employees, researchers, and operational teams to maximize their impact.

As a Principal IT TPM, you will define program strategy, establish governance models, and provide structure for highly complex initiatives that impact multiple teams and business functions. You will serve as a trusted advisor to IT and business leadership, influencing investment decisions, driving cross-functional alignment, and ensuring successful delivery of critical infrastructure capabilities that support the organization’s long-term objectives.

What You’ll Do

• Lead large-scale, cross-functional corporate IT infrastructure programs, owning strategy, execution, governance, budgets, resource planning, timelines, risks, and outcomes across multiple teams and technology domains.
• Develop and execute long-range infrastructure roadmaps and transformation initiatives, including cloud, networking, identity, endpoint, and workplace technology modernization programs.
• Establish scalable program management processes, performance metrics, reporting frameworks, and operational controls that ensure quality, security, reliability, and operational excellence.
• Build alignment among executives, technical leaders, and business stakeholders, providing clarity for complex and ambiguous initiatives while driving organizational change, adoption, and successful delivery.
• Serve as a senior program management leader by mentoring others, advancing best practices, influencing strategic decisions, and helping mature organizational program management capabilities.

What You’ll Bring

• 12+ years of experience leading complex technical programs within enterprise technology environments, with a proven track record of delivering large-scale, cross-functional infrastructure initiatives with significant organizational impact.
• Deep expertise across corporate IT infrastructure domains, including cloud platforms, networking, identity and access management, endpoint management, and infrastructure operations.
• Demonstrated success developing long-term strategies, operating models, governance frameworks, business cases, and implementation plans for complex technology transformations.
• Exceptional leadership, communication, and stakeholder management skills, with the ability to influence executive decision-making, align competing priorities, and translate complex technical concepts for diverse audiences.
• Strong program management, analytical, and problem-solving capabilities, including risk management, dependency management, organizational change leadership, operational excellence, and mentoring or developing others.

Compensation

The Redwood City, CA base pay range for a new hire in this role is $171,000.00 to $214,000.00. New hires are typically hired into the lower portion of the range, enabling employee growth in the range over time. Actual placement in range is based on job-related skills and experience, as evaluated throughout the interview process.

This position may be eligible to participate in our discretionary annual performance bonus program. Bonus eligibility and targets are determined in accordance with our total rewards philosophy and may vary by role.

Better Together

As we grow, we’re excited to strengthen in-person connections and cultivate a collaborative, team-oriented environment. This role is a hybrid position requiring you to be onsite for at least 60% of the working month, approximately 3 days a week, with specific in-office days determined by the team’s manager. The exact schedule will be at the hiring manager’s discretion and communicated during the interview process.

Benefits for the Whole You

We’re thankful to have an incredible team behind our work. To honor their commitment, we offer a wide range of benefits to support the people who make all we do possible.

• Provides a generous employer match on employee 401(k) contributions to support planning for the future.
• Paid time off to volunteer at an organization of your choice.
• Funding for select family-forming benefits.
• Relocation support for employees who need assistance moving

If you’re interested in a role but your previous experience doesn’t perfectly align with each qualification in the job description, we still encourage you to apply as you may be the perfect fit for this or another role.

#LI-Hybrid #LI-Onsite

Twin Health

At Twin Health, we empower people to improve and prevent chronic metabolic diseases, like type 2 diabetes and obesity, with a new standard of care. Twin Health is the only company applying AI Digital Twin technology exclusively toward metabolic health.

We start by building a dynamic model of each person’s metabolism — drawing on thousands of data points from CGMs, smartwatches, and meal logs — that maps their personal path to better health. Guided by a dedicated clinical care team, our members have lowered their A1C below the diabetes range, achieved lasting weight loss, and reduced or even eliminated medications, all while living healthier, happier lives.

Working here

Our team at Twin Health is passionate, talented, and united by a shared purpose: to improve the metabolic health and happiness of our members. We believe in empowering every Twin to make a meaningful impact for our members, our clients, and each other, while enjoying a supportive, collaborative work environment.

Twin has been recognized not only for our innovation but also for our culture, including: Innovator of the Year by the Employer Health Innovation Roundtable (EHIR), selected to CB Insights’ Digital Health 150, and named one of Newsweek’s Top Most Loved Workplace® .

With more than $100 million raised in recent funding, including a $53 million Series E round in 2025 led by Maj Invest, and a $50 million investment in 2023 led by Temasek, Twin is scaling rapidly across the U.S. and globally. Backed by leading venture firms like ICONIQ Growth, Sequoia, Sofina, Temasek, and Peak XV, we are building the most impactful digital health company in the world.

Join us as we reinvent the standard of care in metabolic health.

Opportunity

We are looking for a Senior Engineering Manager to join our team and play a key role in evolving our treatment platform across nutrition, activity and medication management. This is an exciting opportunity to work at the intersection of healthcare, backend engineering, and system integrations, collaborating closely with backend, mobile, and AI engineers, as well as clinical operations teams to streamline workflows and enhance member experience.

Responsibilities

• Lead, coach, and grow a team of backend and full-stack engineers: hiring, performance management, career development, and retention.
• Set and enforce a high engineering bar — from system architecture that scales with rapid growth down to rigorous design reviews, comprehensive automated testing, and production-grade observability.
• Champion AI-assisted engineering practices to increase metrics impact with velocity and quality.
• Collaborate with product, design, and operations teams to understand requirements and guide the roadmap to achieve high user impact and service quality.
• Drive metrics-driven prioritization using business impact data and platform health metrics.
• Collaborate with the Core AI team to integrate and deliver features powered by Generative AI and Predictive AI.
• Take on additional responsibilities as needed, including on-call rotations.
• Regular travel to our Menlo Park headquarters for planning workshops and team collaboration sessions.
• Other duties as assigned.

Qualifications

• Bachelor’s degree in Computer Science or a STEM-related field (Master’s preferred).
• 8+ years of software engineering experience, including 3+ years managing engineering teams, with a track record of hiring, developing, and retaining strong engineers.
• Strong hands-on backend foundation, including microservices, API design, SQL databases, and event-driven architectures, with the credibility to lead design reviews and guide technical decisions.
• Experience architecting and operating production systems at scale: observability, on-call, incident management, and performance optimization.
• Hands-on experience with AI-assisted development workflows
• Demonstrated success partnering with product, design, and operations stakeholders, including roadmap governance and prioritization in a high-demand environment.
• Excellent written and verbal communication skills.
• Experience in healthcare or regulated environments (HIPAA) is a plus.
• Experience with or exposure to Generative AI and Predictive AI is a plus, but not required.
• This remote opportunity based out of the U.S. Applicants must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time.

Compensation and Benefits

The compensation range for this position is $205,000 - $235,000  annually.

Twin has an ambitious vision to empower people to live healthier and happier lives, and to achieve this purpose, we need the very best people to enhance our cutting-edge technology and medical science, deliver the best possible care, and turn our passion into value for our members, partners and investors. We are committed to delivering an outstanding culture and experience for every Twin employee through a company based on the values of passion, talent, and trust. We offer comprehensive benefits and perks in line with these principles, as well as a high level of flexibility for every Twin

• A competitive compensation package in line with leading technology companies
• A remote and accomplished global team
• Opportunity for equity participation
• Unlimited vacation with manager approval
• 16 weeks of 100% paid parental leave for delivering parents; 8 weeks of 100% paid parental leave for non-delivering parents
• 100% Employer sponsored healthcare, dental, and vision for you, and 80% coverage for your family; Health Savings Account and Flexible Spending Account options
• 401k retirement savings plan

Salary range for US jobs

US Salary Range

$205,000—$235,000 USD

We have been made aware of fraudulent interview requests being sent using the Twin Health’s name. All communications will come from official Twin Health channels and a twinhealth.com email address. We will never ask you to complete a text interview or request financial details during the interview process.

Headquarters: Remote

ZoomInfo is where careers accelerate. We move fast, think boldly, and empower you to do the best work of your life. You’ll be surrounded by teammates who care deeply, challenge each other, and celebrate wins. With tools that amplify your impact and a culture that backs your ambition, you won’t just contribute. You’ll make things happen–fast.

 

We are seeking an experienced Manager, Data Platform to lead the strategy, architecture, and execution of our modern data platform supporting analytics, machine learning, operational systems, and AI-enabled applications. You will be a senior member of the larger AI, Data and Innovation organization, responsible for designing and expanding enterprise-level data infrastructure that enables ZoomInfo's internal teams to interact with data comprehensively. Our core tech stack includes Databricks, Snowflake, AWS, Spark, dbt, Fivetran, Airflow, and BigQuery.

This role combines hands-on technical leadership with people management. You will manage, mentor, and develop a team of data platform engineers while remaining deeply engaged in architecture, technical direction, platform reliability, and cross-functional planning.

The ideal candidate is a proven team builder who can translate business and stakeholder needs into scalable technical solutions across data engineering, cloud infrastructure, orchestration, governance, and observability.

What you’ll do

Technical Strategy & Architecture

• Define and evolve the vision, roadmap, and technical strategy for the data platform.
• Own architectural decisions across ingestion, transformation, orchestration, storage, serving, governance, and observability.
• Establish engineering standards and patterns for pipelines, data contracts, infrastructure, and deployment.
• Evaluate technologies, vendors, and architectural approaches in partnership with stakeholders.
• Remain hands-on in critical technical initiatives, architecture reviews, prototyping, and complex troubleshooting.

People Leadership & Management

• Manage, mentor, and develop a team of data platform engineers.
• Set clear expectations around technical execution, ownership, collaboration, and operational excellence.
• Support career growth through regular feedback, coaching, and performance management.
• Participate in hiring, onboarding, interviewing, and team capacity planning.
• Partner with leadership to define team structure, priorities, and long-term capability needs.

Platform Delivery & Operations

• Oversee the development and maintenance of reliable, scalable data pipelines and workflows.
• Establish service-level objectives (SLOs), data quality standards, monitoring, alerting, and incident response practices.
• Drive platform migrations and modernization efforts with a focus on incremental delivery and risk reduction.
• Reduce operational toil through automation, self-service capabilities, and standardized infrastructure.

Security, Governance & Data Contracts

• Establish appropriate access controls, data protection mechanisms, and security practices for sensitive data.
• Define and promote data contracts and clear ownership boundaries between source systems, data platforms, and downstream consumers.
• Improve data discoverability, lineage, and trust across the organization.
• Ensure platform architecture supports secure access for analytics, machine learning, and AI workloads.

Cross-Functional Collaboration

• Partner with application engineering, analytics engineering, data science, product, security, and infrastructure teams.
• Translate stakeholder needs into clear technical requirements and prioritized initiatives.
• Communicate architectural decisions, tradeoffs, and progress to both technical and non-technical audiences.

What you’ll bring

Required Qualifications

• 8+ years of experience in data engineering, data platforms, or data architecture.
• 2+ years of experience managing, mentoring, or leading data engineering teams.
• Demonstrated experience designing and operating production-grade data platforms and cloud architectures.
• Strong experience with data orchestration, transformation frameworks, and pipeline development.
• Strong understanding of data security, access controls, governance, and data contracts.
• Proven ability to balance hands-on technical contribution with people leadership.
• Excellent written and verbal communication skills.

Preferred Qualifications

• Experience with AWS services (Redshift, S3, IAM, EKS, Glue, ECR, DMS).
• Experience with Python, SQL, Airflow, dbt, and Infrastructure as Code (IaC).
• Experience supporting machine learning platforms, LLM/AI access, or production ML services.
• Experience building or managing data contracts, semantic layers, or data interfaces.

 

#LI-JH1 #LI-Remote

 

Actual compensation offered will be based on factors such as the candidate’s work location, qualifications, skills, experience and/or training. Your recruiter can share more information about the specific salary range for your desired work location during the hiring process. We want our employees and their families to thrive.

In addition to comprehensive benefits we offer holistic mind, body and lifestyle programs designed for overall well-being. Learn more about ZoomInfo benefits here.

Below is the US base salary for this position. Additional compensation such as Bonus, Commission, Equity and other benefits may also apply.$140,000—$220,000 USD

About us: 

ZoomInfo (NASDAQ: GTM) is the Go-To-Market Intelligence Platform that empowers businesses to grow faster with AI-ready insights, trusted data, and advanced automation. Its solutions provide more than 35,000 companies worldwide with a complete view of their customers, making every seller their best seller.

ZoomInfo is committed to protecting your privacy when you apply for jobs with us. Please review our Job Applicant Privacy Notice for more details on how we handle your personal information.

ZoomInfo may use a software-based assessment as part of the recruitment process. More information about this tool, including the results of the most recent bias audit, is available here.

ZoomInfo is proud to be an equal opportunity employer, hiring based on qualifications, merit, and business needs, and does not discriminate based on protected status. We welcome all applicants and are committed to providing equal employment opportunities regardless of sex, race, age, color, national origin, sexual orientation, gender identity, marital status, disability status, religion, protected military or veteran status, medical condition, or any other characteristic protected by applicable law. We also consider qualified candidates with criminal histories in accordance with legal requirements.

For Massachusetts Applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. ZoomInfo does not administer lie detector tests to applicants in any location.

To apply: https://weworkremotely.com/remote-jobs/zoominfo-technologies-llc-manager-data-platform

Description

Why work for DreamHost?

We help people own their digital presence. It’s not just wishful thinking. It’s our noble cause — an idea that drives everything we do.

When you put your dreams online—your words, your photos, your creations—you shouldn’t have to worry about your service provider mining that data for marketing purposes. Those are your dreams — not ours! DreamHost’s open platform gives you the power to share your data and the freedom to control how it’s used.

Working for DreamHost you can be a steward of your own career. We invest in our people, we promote from within the organization when possible and we offer extensive training to aid in your success. In this role, we offer competitive salary, health, vision, and dental insurance, as well as a company-issued laptop, 401k, opportunities for growth, and much much more! We are proud to be a US employer with a fantastic culture and the ability to offer so much to our employees.

Benefits Offered

• Full health/vision/dental for the entire family at zero cost to team member

• 3% Safe Harbor contributed to 401(k) plus up to 1% employer match

• Opportunities for profit sharing and bonuses

• Generous time-off (starting at 15 vacation days)

• 11 Paid holidays (Technical Support and Technical Operations use a floating holiday policy)

• Paid sick leave (80 hours accrued)

• Tuition reimbursement (50⁄50 up to a specific amount)

• Pet Insurance

• Thrive Pass wellness allowance of $30 per month

• Udemy online learning courses

• Disability Insurance

• Generous maternity/paternity leave

• Discounted personal travel through corporate booking program Egencia

• Laid-back atmosphere

• Fun monthly company events

• Complimentary daily Lunch

• Free web hosting

Overview

The Delivery Lead operates at the program (cross-team) level, ensuring complex initiatives are planned, coordinated, and delivered successfully across teams and business functions. Working closely with Product Owners, Engineering Leads, and cross-functional stakeholders, the Delivery Lead is accountable for delivery quality from discovery through release, adoption, and post-delivery evaluation.

Success in this role requires technical fluency, systems thinking, sound judgment, and the ability to influence without direct authority while continuously improving how the organization delivers work.

Responsibilities

Delivery Leadership

• Lead delivery of complex initiatives from discovery through release and adoption.

• Ensure initiatives are ready to execute by validating requirements, dependencies, technical considerations, operational impacts, and stakeholder alignment.

• Define and adapt delivery strategies, including sequencing, phasing, incremental delivery, and risk mitigation.

• Coordinate execution across Product, Engineering, Design, QA, Infrastructure, and business stakeholders.

• Maintain visibility into delivery health, proactively addressing risks, dependencies, blockers, and changing priorities.

• Coordinate organizational readiness for launches, ensuring operational teams are prepared to support successful adoption.

• Communicate delivery status, risks, tradeoffs, and recommendations to stakeholders throughout the initiative lifecycle.

Cross-Functional Leadership

• Partner with Product Owners, Engineering Leads, and business stakeholders to improve planning, execution, and organizational outcomes.

• Facilitate alignment across teams while balancing scope, timeline, quality, dependencies, and business priorities.

• Challenge assumptions through thoughtful questioning and constructive facilitation.

• Surface risks, hidden dependencies, operational impacts, and alternative approaches before commitments are made.

• Drive timely decisions and appropriate escalation to maintain delivery momentum while protecting delivery quality.

Delivery Excellence

• Coordinate post-launch reviews, usage metrics, and stakeholder feedback to evaluate delivery outcomes and inform future decisions.

• Leverage AI to improve documentation, reporting, workflow management, and other delivery activities while validating AI-generated outputs.

• Identify opportunities to improve delivery standards, governance, readiness practices, and team collaboration.

• Partner with the Delivery Systems Administrator to implement approved improvements to delivery tooling, reporting, workflows, and automation.

• Share lessons learned and contribute to the continuous evolution of the organization’s delivery practices.

• Continuously deepen technical fluency and understanding of DreamHost’s systems and delivery ecosystem.

Requirements

Qualifications

Required

• 5+ years of experience leading software delivery, project management, product operations, or similar cross-functional initiatives.

• Strong understanding of Agile methodologies, software development lifecycles, and modern engineering practices.

• Technical fluency with web technologies, APIs, cloud platforms, AI-assisted development, and modern software architecture.

• Experience coordinating work across Product, Engineering, Design, QA, Infrastructure, and business stakeholders.

• Proven ability to influence decisions, resolve conflict, and drive alignment without direct authority.

• Strong analytical skills with the ability to identify risks, dependencies, and delivery constraints early.

• Excellent communication, facilitation, negotiation, and stakeholder management skills.

• Experience leveraging AI tools to improve planning, documentation, reporting, and delivery workflows.

• Strong organizational skills with the ability to manage multiple concurrent initiatives.

Preferred

• Bachelor’s degree in Business, Information Technology, Computer Science, Engineering, or a related field, or equivalent experience.

• Experience leading program-level initiatives spanning multiple teams or organizational domains.

• Experience improving delivery governance, standards, or operating practices.

Compensation

• $100,000-$120,000 / yearly

**DreamHost provides equal employment opportunities to all team members and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.**

Description

Why work for DreamHost?

We help people own their digital presence. It’s not just wishful thinking. It’s our noble cause — an idea that drives everything we do.

When you put your dreams online—your words, your photos, your creations—you shouldn’t have to worry about your service provider mining that data for marketing purposes. Those are your dreams — not ours! DreamHost’s open platform gives you the power to share your data and the freedom to control how it’s used.

Working for DreamHost you can be a steward of your own career. We invest in our people, we promote from within the organization when possible and we offer extensive training to aid in your success. In this role, we offer competitive salary, health, vision, and dental insurance, as well as a company-issued laptop, 401k, opportunities for growth, and much much more! We are proud to be a US employer with a fantastic culture and the ability to offer so much to our employees.

Benefits Offered

• Full health/vision/dental for the entire family at zero cost to team member

• 3% Safe Harbor contributed to 401(k) plus up to 1% employer match

• Opportunities for profit sharing and bonuses

• Generous time-off (starting at 15 vacation days)

• 11 Paid holidays (Technical Support and Technical Operations use a floating holiday policy)

• Paid sick leave (80 hours accrued)

• Tuition reimbursement (50⁄50 up to a specific amount)

• Pet Insurance

• Thrive Pass wellness allowance of $30 per month

• Udemy online learning courses

• Disability Insurance

• Generous maternity/paternity leave

• Discounted personal travel through corporate booking program Egencia

• Laid-back atmosphere

• Fun monthly company events

• Complimentary daily Lunch

• Free web hosting

Overview

The Delivery Lead operates at the program (cross-team) level, ensuring complex initiatives are planned, coordinated, and delivered successfully across teams and business functions. Working closely with Product Owners, Engineering Leads, and cross-functional stakeholders, the Delivery Lead is accountable for delivery quality from discovery through release, adoption, and post-delivery evaluation.

Success in this role requires technical fluency, systems thinking, sound judgment, and the ability to influence without direct authority while continuously improving how the organization delivers work.

Responsibilities

Delivery Leadership

• Lead delivery of complex initiatives from discovery through release and adoption.

• Ensure initiatives are ready to execute by validating requirements, dependencies, technical considerations, operational impacts, and stakeholder alignment.

• Define and adapt delivery strategies, including sequencing, phasing, incremental delivery, and risk mitigation.

• Coordinate execution across Product, Engineering, Design, QA, Infrastructure, and business stakeholders.

• Maintain visibility into delivery health, proactively addressing risks, dependencies, blockers, and changing priorities.

• Coordinate organizational readiness for launches, ensuring operational teams are prepared to support successful adoption.

• Communicate delivery status, risks, tradeoffs, and recommendations to stakeholders throughout the initiative lifecycle.

Cross-Functional Leadership

• Partner with Product Owners, Engineering Leads, and business stakeholders to improve planning, execution, and organizational outcomes.

• Facilitate alignment across teams while balancing scope, timeline, quality, dependencies, and business priorities.

• Challenge assumptions through thoughtful questioning and constructive facilitation.

• Surface risks, hidden dependencies, operational impacts, and alternative approaches before commitments are made.

• Drive timely decisions and appropriate escalation to maintain delivery momentum while protecting delivery quality.

Delivery Excellence

• Coordinate post-launch reviews, usage metrics, and stakeholder feedback to evaluate delivery outcomes and inform future decisions.

• Leverage AI to improve documentation, reporting, workflow management, and other delivery activities while validating AI-generated outputs.

• Identify opportunities to improve delivery standards, governance, readiness practices, and team collaboration.

• Partner with the Delivery Systems Administrator to implement approved improvements to delivery tooling, reporting, workflows, and automation.

• Share lessons learned and contribute to the continuous evolution of the organization’s delivery practices.

• Continuously deepen technical fluency and understanding of DreamHost’s systems and delivery ecosystem.

Requirements

Qualifications

Required

• 5+ years of experience leading software delivery, project management, product operations, or similar cross-functional initiatives.

• Strong understanding of Agile methodologies, software development lifecycles, and modern engineering practices.

• Technical fluency with web technologies, APIs, cloud platforms, AI-assisted development, and modern software architecture.

• Experience coordinating work across Product, Engineering, Design, QA, Infrastructure, and business stakeholders.

• Proven ability to influence decisions, resolve conflict, and drive alignment without direct authority.

• Strong analytical skills with the ability to identify risks, dependencies, and delivery constraints early.

• Excellent communication, facilitation, negotiation, and stakeholder management skills.

• Experience leveraging AI tools to improve planning, documentation, reporting, and delivery workflows.

• Strong organizational skills with the ability to manage multiple concurrent initiatives.

Preferred

• Bachelor’s degree in Business, Information Technology, Computer Science, Engineering, or a related field, or equivalent experience.

• Experience leading program-level initiatives spanning multiple teams or organizational domains.

• Experience improving delivery governance, standards, or operating practices.

Compensation

• $100,000-$120,000 / yearly

**DreamHost provides equal employment opportunities to all team members and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.**