About the Role

As a hands-on Engineering Manager of one of our feature teams at Ledgy, you'll lead the engineers who build the features that help companies offer, manage, and communicate compensation and savings vehicles: from equity plans to pensions, carry, and beyond. Your team works on the products employees and companies use to make sense of complex compensation structures, while you stay close enough to the work to help the team make strong technical and product decisions.

You’ll combine hands-on engineering leadership with thoughtful team development. The role is about staying close enough to the work to guide decisions, while creating the conditions for engineers to lead within their areas. AI-assisted engineering is a critical part of that leadership: you’ll help the team use AI tools deliberately, with strong judgment about when they accelerate delivery, improve quality, or require human oversight.

We hire remotely across the UK, Spain, Germany, Poland, and Romania. For candidates based in London, we use a hybrid model with 2 days in the office per week.

Teams we’re hiring for:

• Share & Fund Plans — Expands the product beyond classic equity compensation into broader ownership and executive compensation. The team focuses on flexible share and fund plan support, including deferred compensation, carry, pensions, savings plans, SAYE, SIP, ESPP, and related vesting flows — helping Ledgy become the single source of truth for every customer’s compensation schemes.

• AI Systems — Develops Ledgy’s AI foundations and product experiences, from AI agents and AI-assisted workflows to the platform capabilities that help other teams embed AI safely in their domains. The team works in a new and evolving product area, balancing rapid iteration with reliable execution, evaluation tooling, and responsible automation.

• Tax — Ensures taxes are correctly reflected throughout equity operations, especially moments such as exercising, selling, mobility, and other taxable events. As a future team, Tax will build end-to-end product capabilities across the stack, helping customers manage complex tax and compliance requirements accurately across jurisdictions.

What You'll Do

• Lead and coach a team of engineers, including regular 1:1s, feedback, and performance conversations
• Set technical and product direction with your team, rather than defining every answer yourself
• Stay involved in execution through code reviews, architecture discussions, and selective hands-on contributions
• Partner with Product and Design to turn complex domain needs into clear, usable product experiences
• Model responsible AI-assisted engineering practices and help the team apply them in day-to-day work

You'll Thrive in This Role If You

• Have 2+ years in Engineering Management and 6+ years as a Software Engineer, with meaningful time in product-focused or domain-heavy roles
• Enjoy developing people and creating an environment where engineers can do their best work
• Prefer leadership roles where you can stay technically engaged rather than manage from a distance
• Use AI tools in your own engineering work and think critically about their strengths, limitations, and responsible use
• Are energised by features that have a direct, visible impact on end users
• Care deeply about correctness in domains where getting things wrong has real financial consequences
• Are comfortable with evolving scope as Ledgy expands into new forms of compensation

Our Tech Stack*

• Language: TypeScript
• Frontend: React, Tailwind CSS, tRPC
• Backend: tRPC, Node.js, MongoDB, Temporal
• Infrastructure: Docker, GitHub Actions, GCP, Terraform Cloud, Kubernetes

*We don’t expect proficiency in this specific stack

What Your Journey Could Look Like

First 30 Days

• Build relationships with your direct reports and develop a solid understanding of the compensation domain — what we support today and where we're headed
• Get hands-on with the codebase — review PRs and understand how the product models compensation and plan logic
• Meet PD leadership: CTO, Head of Engineering, Head of Product, and the other EMs
• Understand how your team's domain intersects with the rest of the platform

First 3 Months

• Own the team's delivery rhythm: roadmap reviews, sprint health, and unblocking engineers
• Identify and begin addressing the most complex or fragile areas of the domain
• Establish regular 1:1s and begin meaningful coaching conversations with your reports
• Partner with PM and Design on the roadmap for expanding compensation coverage

6–12 Months

• Be recognised as the technical leader for compensation and savings features at Ledgy
• Deliver measurable improvements to product quality, coverage, or the employee experience
• Lead performance reviews and meaningful career development conversations
• Be a trusted partner to product and engineering leadership on compensation strategy

The Interview Process

1. Getting to know you (30 min): Meet with someone from our people team to talk about your experience and to answer questions about the role
2. Live Coding (60 min): An equity domain problem to solve collaboratively using your preferred language and IDE. We want to see how you think, so this step does not allow AI. But you can freely look up syntax questions if you need to.
3. System Design (60 min): A system design session where you will design an architecture for a problem from the Ledgy domain using a visual tool of your choice
4. Mock 1:1 (45 min): A mock coaching conversation with one of our engineers to see how you approach people management and development
5. Culture & Vision (30 min): A chance to meet one of our founders and your hiring manager for a 30-minute chat about Ledgy’s mission and values
6. Offer 🎉

Being part of Ledgy means:

• Recharge and re-energize with flexible working hours, 25 days of vacation, and up to 40 days of remote work from outside your home country.
• We make space for your own professional development, with a generous yearly learning & development budget.
• This role will receive a competitive salary + benefits + equity. All salaries are aligned with competitively benchmarked ranges based on work location and levelling.
• For candidates based in London or Zurich we use a hybrid work model of 2 days in the office per week.