About this Engineering Manager, Cybersecurity role at The New York Times
The mission of The New York Times is to seek the truth and help people understand the world. That means independent journalism is at the heart of all we do as a company. It’s why we have a world-renowned newsroom that sends journalists to report on the ground from nearly 160 countries. It’s why we focus deeply on how our readers will experience our journalism, from print to audio to a world-class digital and app destination. And it’s why our business strategy centers on making journalism so good that it’s worth paying for.
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About the Role, Mission or Department Overview
As an Engineering Manager for Cybersecurity at The New York Times, you will lead the team responsible for building and operating the platforms, tooling and services that keep our systems secure at scale. Our engineers design and run the infrastructure that underpins vulnerability scanning, secrets management, secure-by-default platforms and other core security capabilities used across the entire technology organization.
You will work with partners in Cybersecurity, Developer Platforms, Enterprise Technology and Product Engineering to deliver reliable, developer-friendly security services. This is a hands-on leadership role where you'll balance people management with technical decision-making. You'll coach engineers, shape technical roadmaps, and help your teams make risk-informed decisions that support both engineering goals and the broader business.
You will report to the Director of Engineering, Cybersecurity within the Information Security organization.
Information Security helps prevent The Times from becoming news. Our department protects the journalists who report the news, the colleagues who support them, the platforms they rely on every day and the readers who depend on our products. We run programs across security engineering, application security, incident response, governance and more, partnering closely with teams throughout the company to keep our systems dependable and safe.
Responsibilities:
- You will lead and grow a Security Engineering team responsible for building and operating core security platforms, including centralized vulnerability management, secrets management, secure CI/CD guardrails, and logging and detection infrastructure.
- You will collaborate with Cybersecurity leadership and technical stakeholders across the organization to define the vision, direction, and strategy for the Security Engineering function.
- You will own your team's execution and delivery, from roadmap definition through implementation, rollout, and ongoing operations for security services used by engineers across The New York Times.
- You will create an environment that favors context over control, empowering engineering teams with the information, patterns, and tooling they need to build and ship secure products and services.
- You will partner with Developer Platforms, Enterprise Technology, and Product Engineering teams to design secure-by-default platforms and guardrails that balance security, usability, and performance.
- You will establish and improve processes for vulnerability intake, triage, remediation workflows, and reporting that make security risks visible, measurable, and actionable for both engineering teams and leadership.
- You will develop and mentor engineers at all levels by providing regular feedback, coaching, and opportunities for growth while helping them set and achieve meaningful career goals.
- You will foster a healthy, inclusive team culture built on trust, sustainable engineering practices, and work that is visible, prioritized, and manageable.
- You will contribute to department-wide initiatives, including incident response, audit support, and cross-functional working groups focused on a variety of security and engineering topics.
- You will champion our values by supporting journalistic independence and demonstrating a strong commitment to The New York Times' mission to seek the truth and help people understand the world.
Basic Qualifications:
- 3–5+ years of experience leading engineers as a people manager or tech lead in security engineering, platform engineering, SRE, DevOps, or a related field. Hands-on experience in security engineering and/or infrastructure/platform engineering is also required. A successful candidate will have experience running production workloads in public cloud platforms (AWS and/or GCP), and familiarity with cloud-native security services and guardrails.
- Practical experience with modern software delivery practices, such as CI/CD pipelines, infrastructure as code, and container orchestration (e.g., Kubernetes, ECS).
- Strong understanding of security controls across key domains, such as identity and access management, encryption, vulnerability management, network security and authentication.
- Demonstrated ability to partner with engineering teams to solve complex problems, balancing long-term security posture with near-term delivery needs.
- Proven track record of hiring, developing and retaining engineers from diverse backgrounds, and building teams where people do their best work.
- Excellent communication skills, including the ability to explain complex technical topics to non-specialist audiences and to influence stakeholders at multiple levels.
Preferred Qualifications:
- Experience managing teams that operate central security services such as secrets management (for example, Vault), vulnerability management tooling, or SIEM/logging platforms.
- Familiarity with languages and tools like Go, Python, Terraform, Kubernetes, Vault and Wiz.
- Experience working in a highly regulated or audit-aware environment, partnering with risk, compliance or legal teams.
- Certifications or coursework related to cloud security, security engineering, or people management.
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For roles in the U.S., dependent on your role, you may be eligible for variable pay, such as an annual bonus and restricted stock. Benefits may include medical, dental and vision benefits, Flexible Spending Accounts (F.S.A.s), a company-matching 401(k) plan, paid vacation, paid sick days, paid parental leave, tuition reimbursement and professional development programs.
For roles outside of the U.S., information on benefits will be provided during the interview process.
We’re excited to learn more about you and your experience. To keep our hiring process as fair and authentic as possible, we ask that you submit your own work and not use GenAI tools to generate substantive content during the application and interview process.
If you’re an Engineering candidate, we’ll let you know what specific GenAI tools you are permitted to use for your technical assessment.
The New York Times Company is committed to being the world’s best source of independent, reliable and quality journalism. To do so, we embrace a diverse workforce that has a broad range of backgrounds and experiences across our ranks, at all levels of the organization. We encourage people from all backgrounds to apply.
We are an Equal Opportunity Employer and do not discriminate on the basis of an individual's sex, age, race, color, creed, national origin, alienage, religion, marital status, pregnancy, sexual orientation or affectional preference, gender identity and expression, disability, genetic trait or predisposition, carrier status, citizenship, veteran or military status and other personal characteristics protected by law. All applications will receive consideration for employment without regard to legally protected characteristics. The U.S. Equal Employment Opportunity Commission (EEOC)’s Know Your Rights Poster is available here.
The New York Times Company will provide reasonable accommodations as required by applicable federal, state, and/or local laws. Individuals seeking an accommodation for the application or interview process should email reasonable.accommodations@nytimes.com. Emails sent for unrelated issues, such as following up on an application, will not receive a response.
The Company encourages those with criminal histories to apply, and will consider their applications in a manner consistent with applicable "Fair Chance" laws, including but not limited to the NYC Fair Chance Act, the Los Angeles Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act.
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