ABOUT THE JOB

As a Software Engineer Manager you will lead the General Platform team, the full stack engineering group responsible for tenant and store onboarding and our core front end RADAR experience. This is a player-coach role leading an established team with full accountability from day one, and shaping how the team scales as our platform and customer base grow.

The best leaders here are strong engineers first. You will be expected to engage deeply with architecture and technical direction, not just manage processes. We move fast, and you know how to hold a high quality bar without sacrificing velocity, along with the judgment to know when to push and when to slow down to get it right.

Responsibilities:

• Own the General Platform team end to end, including tenant and store onboarding systems and the core front end RADAR experience.
• Lead, mentor, and grow a team of engineers; own performance management, career development, and team culture.
• Set technical direction and support architecture decisions for onboarding and front end platform systems, and champion engineering best practices across the team and with peers.
• Stay technically engaged through design reviews, architecture decisions, and code review as a practicing engineer.
• Manage agile processes, execution priorities, and on time delivery of high quality solutions.
• Partner closely with Product, UX, and cross functional stakeholders to define roadmap, project plans, and requirements.
• Identify, communicate, and drive resolution for technical and organizational risks.
• Foster a culture of security, quality, operational accountability, and continuous improvement.
• Support hiring and help grow the broader engineering organization.
• Represent General Platform in cross functional conversations and act as a strong point of integration across the organization.

ABOUT YOU

Required:

• Bachelor's or Master's degree in Computer Science, Engineering, or a related field.
• 5+ years of software engineering experience, including at least 2 years managing engineering teams of 5 or more direct reports.
• Proven ability to remain technically hands on, contributing to design, architecture, and code review as a practicing engineer, not just an overseer.
• Demonstrated experience owning full stack systems in production, including both backend platform services and front end applications.
• Proficiency in at least one core language such as Java, Python, C++, or Go, and familiarity with modern front end frameworks.
• Experience with onboarding, provisioning, or multi tenant platform systems.
• Solid foundation in systems or cloud architecture, DevOps and SecOps practices, automation, and CI/CD pipelines.
• Excellent communication, organizational, and people leadership skills, with experience influencing across engineering, product, and design.
• Prior experience working at a startup or high growth company, with firsthand understanding of the pace, ambiguity, and tradeoffs that come with that stage.

Preferred:

• Experience leading a team through a period of significant growth or organizational change.
• Background at a startup or high growth company where you saw both the value of moving fast and the cost of cutting corners on quality.
• Prior experience owning a customer facing front end platform alongside backend infrastructure.
• Familiarity with cloud platforms such as AWS, GCP, or Azure, and container orchestration.
• Experience building or scaling multi tenant SaaS platforms.
• Passion for mentoring, technical empowerment, and building an inclusive engineering culture.

WHAT YOU'LL DO

In your first 30 days, you will:

• Build context on an established, larger team; hold off on making changes.
• Meet every direct report 1:1 and begin building trust and rapport.
• Shadow team rituals across the full General Platform team: standups, planning, retros, design reviews.
• Map the systems the team owns: onboarding architecture, front end platform, dependencies, operational health.
• Meet key cross functional partners across product, design, and peer engineering teams.
• Meet peer managers and senior stakeholders to understand how work flows across teams and where friction exists.
• Identify any immediate fires or risks that need attention before deeper learning is complete.

In your first 60 days, you will:

• Contribute meaningfully across both the onboarding systems and the front end platform.
• Establish a consistent 1:1 cadence and begin individual development conversations across the team.
• Actively participate in design and architecture discussions spanning onboarding and front end systems.
• Clarify team goals, priorities, and near term delivery commitments across the team's full scope.
• Identify process or quality gaps across the broader team and begin forming a point of view on how to address them.
• Deliver or unblock at least one meaningful piece of work alongside the team.

In your first 90 days, you will:

• Operate with full ownership of General Platform.
• Present an initial roadmap or priority framework for General Platform to your manager and stakeholders.
• Have a clear development plan in place for each direct report.
• Be actively driving execution across onboarding and front end systems: unblocking the team, removing friction, and holding a high bar.
• Own at least one cross functional initiative or decision end to end.
• Have a concrete plan to improve one dimension of team health: quality, velocity, culture, or process.
• Establish a clear voice in cross functional conversations

At RADAR, your base pay is one part of your total compensation package. The expected base salary range for this position is $200,000-$250,000. Individual pay is determined by work location and additional factors,  including job-related skills, experience and relevant education or training.You will also be eligible to receive other benefits including: equity, comprehensive medical and dental coverage, life and disability benefits, 401k plan,  flexible time off, and paid parental leave. The pay range listed for this position is a good faith and reasonable estimate of the range of possible base compensation at the time of posting. 

Research has shown that women & underrepresented minorities are more likely to read lists of requirements and consider themselves unqualified if they don't meet every single one. This list represents what we're ideally looking for, but everyone has unique strengths & weaknesses, and we hire for strength & potential, not lack of weakness.